MORE EMPLOYERS SHOWCASE DIVERSITY PROGRAMS

(AFRICAN AMERICAN NEWSWIRE)BOSTON, September 1, 2004-More U.S. employers are promoting their diversity outreach efforts as a competitive advantage in the marketplace, according to survey of 1,780 companies by Boston consulting and training firm Novations/J. Howard & Associates.

Nearly half of employers (49 percent) publicize their attempts to recruit and retain a diverse workforce, the survey indicated. But 34 percent are low key about promoting their programs, although expressing strong support for diversity. Only 7 percent refrain from discussing diversity programs publicly.

"A decade ago, diversity was considered a 'sensitive' subject by most employers," according to Novations/J. Howard President and CEO Mike Hyter. "Diversity has been an organizational objective since the 1970s, but until the past decade few employers made it a selling point. Today, however, diversity is promoted not just for recruitment and retention, but also for a company's image among customers."

Hyter cited some of the ways organizations promote their diversity programs:

n CEO or other senior executives speak regularly on diversity and importance of an inclusive workforce.

n Company seeks to be ranked by peers or outside authorities as among best employers for minorities, women, working mothers, Latinas, etc.

n Company has an active supplier diversity program and tracks spending with minority and women-owned businesses.

n Management uses website, marketing collateral, advertising, etc. to promote its diversity program to both external and internal audiences.

n Company participates in a variety of programs to build workplace diversity, such as job fairs, minority internships, scholarships, partnerships with minority professional groups, mentoring programs, college partnerships and sponsorships, inner city youth programs, etc.

n Company broadcasts employment opportunities to a diverse marketplace (i.e., advertising in minority press) and does not rely solely on traditional, mainstream recruiting methods. It may use a minority-owned or women-owned recruiting firm.

n Company is able to offer minority and woman role models at all levels of organization.

n Management encourages strong "word of mouth" recruiting and employee referrals.

n Corporate giving includes minority causes as well as community outreach.

For the most part, Hyter believes that corporate diversity's higher profile reflects trends in society. "Senior management no longer looks at diversity as an imposition, but as something at least inevitable, if not desirable," said Hyter. "That doesn't mean, however, that progress is going to come automatically without continuing, committed effort. To take one example, today's big challenge is advancing women and minorities into middle and top management positions, and it's been more delay than genuine progress. It's one thing to recognize that diversity efforts can be a competitive advantage, but it won't happen by itself."

Showcasing diversity, however, is not without potential pitfalls, advised Hyter. "Promotion of diversity might backfire if it becomes obvious that efforts are mostly external or just PR-focused. Don't be tempted to use minority employees just for a beauty contest or as 'poster children' for diversity without giving them meaningful work. Keep in mind that if there's anything unreal about a diversity program negative word of mouth from employees or job candidates will quickly set the record straight."

The Internet survey of senior diversity and human resource executives at 1,780 companies was conducted for Novations by independent research firm Equation Research.

About Novations/J. Howard & Associates
Established in 1977, a division of Novations Group, Inc., J. Howard & Associates is among the country's leading resources on diversity, inclusion and human resource development and serves client organizations in North and South America as well as Europe. For more information, go to www.jhoward.com.

About Novations Group
Novations Group Inc. is a leading provider of corporate and management training and consulting expertise designed to align a client's leadership, communication, organizational, and cultural processes with their strategic mission. The company is based in Boston, Massachusetts and has five divisions located across the United States.
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