Diversity Programs

Creativity, Innovation, Pro-Active Communication, Recrutiment & Retention. What your competitors know and what you need to know.

Diversity at WorkConsequences of Ignoring Diversity

Ignoring diversity issues costs time, money, and efficiency. Some of the consequences can include unhealthy tensions; loss of productivity because of increased conflict; inability to attract and retain talented people of all kinds; complaints and legal actions; and inability to retain valuable employees, resulting in lost investments in recruitment and training.

The Talent War

We provide our clients with the tools and resources enabling them to embrace the powerful advantages of a diverse workforce.  Clients prosper through the added creativity and innovation of your workforce and retain your best and brightests.

Beacon Group’s Diversity experts enable your organization to take full advantage of the changing demographics of the American workforce.
  • Beacon Group will assist your organization transform into a workplace full of where creativity thrives, rather than a workforce made up of similar people in thought, attitude, ethnicity, background, education, and belief in their own superiority.
  • The healthiest, most productive and most creative workforces are those where people from diverse backgrounds are brought together and focused on your organization’s common goals. 
Handling workforce diversity is key to improving organizational effectiveness

Any initiative to improve performance introduces some degree of change and poses some level of risk. Our goal is to provide government managers with the tools and resources enabling them to embrace the powerful advantages of a diverse workforce.  Agencies prosper through the added creativity and innovation of your workforce and retain your brightest. We understand the dynamics of diversity and offer focused, scaleable program support to ensure initiative success.

Beacon Group covers all aspects of diversity awareness, from assessment to communication and training - Our experts will help ensure that your organization truly understands the complex nature of operating an effective Diversity Program, and work with your team in designing a world class Diversity Program. Our major focus areas are as follows:

  • Diversity readiness assessments
  • Diversity training
  • Diversity management planning
  • Communications planning
  • Diversity management implementation.
Email diversity@beacongroupllc.com and learn how we can assist your organization capture the powerful benefits of a truly integrated and diverse workforce.
Managing Diversity is Different from Affirmative Action

Managing diversity focuses on maximizing the ability of all employees to contribute to organizational goals. Affirmative action focuses on specific groups because of historical discrimination, such as people of color and women. Affirmative action emphasizes legal necessity and social responsibility; managing diversity emphasizes business necessity. In short, while managing diversity is also concerned with underrepresentation of women and people of color in the workforce, it is much more inclusive and acknowledges that diversity must work for everyone.

Managing Diversity

To address diversity issues, consider these questions: what policies, practices, and ways of thinking and within our organizational culture have differential impact on different groups? What organizational changes should be made to meet the needs of a diverse workforce as well as to maximize the potential of all workers, so that your company can be well positioned for the demands of the 21st century?

Most people believe in the golden rule: treat others as you want to be treated. The implicit assumption is that how you want to be treated is how others want to be treated. But when you look at this proverb through a diversity perspective, you begin to ask the question: what does respect look like; does it look the same for everyone? Does it mean saying hello in the morning, or leaving someone alone, or making eye contact when you speak?

It depends on the individual. We may share similar values, such as respect or need for recognition, but how we show those values through behavior may be different for different groups or individuals. How do we know what different groups or individuals need? Perhaps instead of using the golden rule, we could use the platinum rule which states: “treat others as they want to be treated.” Moving our frame of reference from what may be our default view (”our way is the best way”) to a diversity-sensitive perspective (”let’s take the best of a variety of ways”) will help us to manage more effectively in a diverse work environment.

Your Role

You have a key role in transforming the organizational culture so that it more closely reflects the values of our diverse workforce. Some of the skills needed are:

  • an understanding and acceptance of managing diversity concepts
  • recognition that diversity is threaded through every aspect of management
  • self-awareness, in terms of understanding your own culture, identity, biases, prejudices, and stereotypes
  • willingness to challenge and change institutional practices that present barriers to different groups
Email diversity@beacongroupllc.com and learn how we can assist your organization capture the powerful benefits of a truly integrated and diverse workforce.