Most American companies view recruiting diversity as a burden for business, unrelated to the idea of having diversity in the workplace but rather the hassle associated with finding diversity candidates. It’s no secret that diversity recruiting is not a common result of the standard recruiting process. Many companies find that diversity candidates are not resembled in the majority of resumes on Monster, Careerbuilder, and other large job sites. However, there are overwhelming benefits to integrating a diversity of cultures in the office. Several companies have found first hand that the diversity of culture has led to several new ideas that have increased efficiency or led to new products.
Take the Frito Lay organization for example, their desire to recruit diverse candidates led to their product Doritos. Increasing diversity in the workplace will also increase creativity. Not all problems can be answered with one solution; other cultures can bring new ideas, which a homogeneous culture might not stimulate. Therefore, diverse recruiting strategies will bring benefits to the workplace, which are always worth pursuing.
Additionally, in an examination of common western culture in comparison to eastern culture, one noticeable difference is the view of relationship management. Eastern cultures rely on strong relationships between whom they work with. As a result, many customers of companies in the Far East have strong relationships with those they work with. Recruiting diversity more specifically from Asian countries can create stronger relationships with customers and strengthen the ties between those you work with. One downside to diversity in the workplace can be barriers in communication, however those barriers subside over time leaving the benefits of recruiting diversity, which certainly outweigh this one downside, which can be addressed with communication training.
