Assessing employee diversity is a technique used by employers to evaluate workplace productivity. Employee diversity refers to the variety of differences between people in an organization. Diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. For such a wide assortment of employees to share a workplace and manage to function effectively, human resource managers have to deal with issues such as communication, adaptability and change. Successful organizations develop numerous strategies to help them in assessing employee diversity.
One of the best ways to assess employee diversity is to use quantitative measurements. Primarily, it relies on numbers as the main analyzing unit. Although London Deanery reports that quantitative research is commonly used in scientific and clinical research, it can also be used by organizations to assess employee diversity. Using this method, employers can consider assessing workplace factors that can easily be numerated. For instance, employers can evaluate the number of gender-based promotions the organization makes, the quantity of employees that are able to access to programs and services offered by the organization, and the demographics of new hires, among other factors. The collected information can be used to assess employee diversity in the workplace.
Qualitative research is quite similar to quantitative research in terms of methodology. However, it primarily relies on words as the units of analysis and its means of understanding, though it is its ability to collect information using human communication, voices and signs that make it a perfect technique to assess employee diversity in the workplace. Employers can easily analyze employees’ communication behavior to determine the extent of their diversity. To achieve this, the employer would need to conduct oral interviews or transcribe focus groups. London Deanery further reports that qualitative methods can also range from the classification of themes and interconnections, content analysis, discourse analysis, and reliability and validity. These methods can effectively be used by employers to derive and examine data which is essential for assessing employee diversity.
Analyzing the profiles of individual workers is another suitable way to assess employee diversity. The organization's human resource department can conduct an audit on the profiles of all the employees to collect useful information which can be used to develop new policies or service benefits. Alternatively, the employer can invite the employees to give their views on workplace diversity and make their recommendations.
Assessing Workplace Issues and Conflicts
Looking at the workplace, it is possible for employers to assess employee diversity. This does not call for the use of complex tools or techniques because it only requires simple observation skills. A workplace full of employees who appreciate diversity is not likely to experience internal conflicts. On the other hand, employees who are not accustomed to embracing workplace diversity are bound to have conflicts. Workplace issues provide the employer with firsthand information when assessing employee diversity