Minorities in the Chemical Workforce Diversity Models that Work: A Workshop Report to the Chemical Sciences Roundtable (2003) / Chapter Skim
Currently Skimming:
10 Recruiting and Advancing Minority Scientists: Doing It Right
10 Recruiting and Advancing Minority Scientists: Doing It Right
Pages 124-135
The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.
From page 124... ...
In my talk, I will start by relating affirmative action and diversity, and introduce the business value of diversity. Then I will discuss what some organizations do to improve their diversity through recruiting, employee development, and advancement.
|
From page 125... ...
Diversity achieves the same ends as affirmative action but by a different path. Diversity is a deliberate business strategy to incorporate a spectrum of human resources and perspectives into the organization, with the goal of creating opportunity and competitive advantage for the business.
|
From page 126... ...
As a result of several discussions, we finally parsed the minority recruiting process into four separate stages: identifying candidates, attracting them to the organization, interviewing and making them offers, and getting them started. In outline, it is like any other recruiting process.
|
From page 127... ...
Attracting Candidates Possibly the most important tool for companies to use in attracting a pool of promising diversity candidates is an appealing summer employment program. In organizing it, the company should seek a critical mass of minority summer employees so that they can also organize their own social community for life outside working hours.
|
From page 128... ...
Some managers express frustration when other employers later hire candidates whom they helped to develop even though they hire candidates who had been summer employees elsewhere. However, while they are your summer employees, you have a unique opportunity to influence them and predispose them to become your employees later, if circumstances permit.
|
From page 129... ...
One wonders how many more minority chemists and chemical engineers would opt for academic careers if universities tracked them as avidly as companies do. Orientation of Diversity Employees For many organizations, orientation is a short, mechanical process that involves signing the employment agreement, safety indoctrination, and a review of the work rules and practices of the site and new employee's department.
|
From page 130... ...
For example, a recent study indicated that African American college graduates in entry-level jobs experience more underemployment and less job satisfaction than other groups.2 When orientation programs do not address diversity issues, mentors must do so individually. No matter what values may drive an organization, there are common training areas that all employers should cover.
|
From page 131... ...
impression management skills. · ~u~c`~ng effective relationships.
|
From page 132... ...
It also gives top management immediate acquaintance with some of the rising stars. , , , ~ O O Corporate Programs for Developing and Advancing Diversity Employees Companies seek ways to expedite the advancement of diversity employees.
|
From page 133... ...
The Corporate Associates Program annually hired three or four minority officers leaving military service. These were assigned to two years of rotational programs, after which they could choose a permanent job or go off to business school, as an employee, for the M.B.A.
|
From page 134... ...
Instead of chemical employers going to campus merely with presentations promoting our organizations, it would be better if we could cooperatively design a lecture series covering basic training issues and share the responsibility for its presentation. Students and faculty would then understand that there are common issues that employers hold important, even if we approach them in different ways.
|
From page 135... ...
We typically focus on identifying the top four or five candidates to eventually extend one job offer. I submit that the distinctions between the top four or five people out of a hundred applicants are very subtle.
|
Key Terms
This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More
information on Chapter Skim is available.