Most CEOS and Business Owners are only focused on those Equal Opportunity dimensions that are easy “obvious” to measure, for instance, race, ethnicity, sex, are all easy to see and are also diversity dimensions.
However, in this global market the employee talent is crucial and it goes beyond our obvious diversity.
So how do CEOs and Business Owners create their own cultural diversity awareness while providing the same for their organizations?
One thing is true, CEOs, Business Owners, executives, and employees all know that talent is in every culture, so the real question is how talent is identified, brought to the surface, and utilized to the maximum for both the individual and the organization.
Identifying talent by culture is knowing, not stereotyping, the employee and their culture. For example;
- Is the employee a first, or fourth, or tenth generation American or are they a new arrival to the U.S.?
- Does the employee have a Ph.D. from their country of origin?
- Does employee have a high school diploma with years of actual job experience?
- Were they homeschooled and earned a B.S. with honors?
These are important dimensions of the employees to the organization. This type of employee talent and skills assessment may seem tedious but, once the right type of assessment is discovered for all employees, this process is a powerful tool for diversity awareness.
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Once culture diversity is identified bringing those talents to surface is critical.
Leaders must have the talent they need to be successful in the global market. According to the 2013 Talent Shortage Survey by Manpower Group, U.S. employers state they have a 39% talent gap compared the global talent gap at 35%.
Maximizing cultural diversity increases productivity, revenue, and reduces an organization’s talent gap. Diversity is not the thing, it is the thing that gets you to the thing. The thing is revenue!