In a country that is often called the melting pot, where immigration and same-sex marriage are top issues in the 2008 presidential election, and regulation is limited, how does a US company address diversity in the workplace?
The United States has equal employment opportunity laws that prohibit companies from discriminating during hiring and employment; however, many specifics related to employee rights are not regulated or are lightly regulated compared to other countries. Thus, companies have stepped up to define what it means to create and support a diverse workforce. For many years, companies’ diversity efforts were aimed at helping people in different demographics feel included and supported through initiatives like networking circles for women and minorities and floating holidays to allow observance of religious holidays.
Recently companies started to understand that recognizing and supporting differences between demographic groups is important for attracting and retaining these employees. For example, working mothers want flexibility in their schedule to take care of their children, generation Y prefers to connect with colleagues via technology, and baby boomers want part-time and flexible schedules as they approach retirement age.
Providing a good work environment for employees has become such a priority that Fortune and Working Mother annually identify 100 companies as the best companies, and companies actively promote their place on these lists. In 2007, Fortune named Google and Genetech at the top of its list of best companies.
Google is viewed as a cool place to work. The company offers a range of perks including free gourmet meals, free commuter shuttles with Wi-Fi available, $500 for take out food for new parents, and onsite laundry facilities, oil changes, car washes, haircuts, volleyball court, and gym. Some may say that Google is uniquely able to offer these elaborate perks because of its current stock price, which is over $650. Time will tell, or will it?
Genetech takes a comprehensive approach to supporting employees through a variety of initiatives. While not quite as elaborate as Google’s, these initiatives have several similarities to Google’s and are cutting edge and replicable. To create a sense of community, Genetech hosts Ho-Hos, which are gatherings on Friday evening where employees can eat, drink, and socialize. Employees can enhance their professional and personal education and skills through 24-hour libraries, which contain reference books and audio tapes, training, and tuition reimbursement. To assist with the responsibility of caring for family, employees have several family-related initiatives available, including adoption financial assistance, on-site and nearby child care, benefits for domestic partners, and referral services for adoption, elder care, child care, school selection, and college tuition planning. Employees can take advantage of services offered through Genetech to simplify their personal lives such as discounted tickets to amusement parks and movies; legal services; on-site banking, car wash, and oil change facilities; and mobile dental services and salon. Many employees will not take advantage of every benefit Genetech offers, but by having numerous and wide-ranging initiatives, Genetech is meeting the diverse needs of a large number of its employees.
Companies are also addressing current diversity issues through programs clearly targeted at specific groups. Recognizing that baby boomers were nearing retirement age, but many could not, or did not want to, fully stop working, in 2005, IBM started its Transition to Teaching program to assist experienced employees in becoming teachers as a second career. Through the program, experienced or early retiree IBM employees with strong math and science experience who want to become teachers receive $15,000 in financial support and a leave of absence of up to four months for student teaching. This year, IBM founded a partnership with Cal State at Los Angeles and San Jose State University, and these schools are providing credit for certain candidates to speed the transition to teaching. Through this program, IBM supports the needs of its older employees and contributes to the education of a future generation of math and science students who might later become IBM employees.
While companies are varied in their approach of addressing diversity in the workplace, it is clear that companies are moving towards a model of individual flexibility where employees give companies high quality work and varied perspectives based on different backgrounds and where companies give employees the opportunity to work in their own way.
Megan DeYoung is a senior consultant at the New York office of Corporate Citizenship.
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