{"id":8371,"date":"2009-04-28T16:11:33","date_gmt":"2009-04-28T15:11:33","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=8371"},"modified":"2021-01-07T12:45:56","modified_gmt":"2021-01-07T11:45:56","slug":"diversity-and-the-corporate-website-four-strategies","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/diversity-and-the-corporate-website-four-strategies\/","title":{"rendered":"Diversity and the Corporate Website: Four Strategies"},"content":{"rendered":"

In the first post <\/a>of this series, I suggested there are four basic approaches to dealing with diversity topics on the corporate and career websites. I\u2019m going to call them:<\/p>\n

1. Not a Problem.<\/em> Say nothing, except by implication.<\/p>\n

2. Just the Facts.<\/em> Post a policy or statement.<\/p>\n

3. Effectively Engaged.<\/em> Expand diversity messaging.<\/p>\n

4. Devoted to Diversity.<\/em> Make diversity a major feature.<\/p>\n

Ideally, the strategy selected should fit the company\u2014and realistically, the primary difference between a company that can use strategy 1 and a company that needs strategy 4 is size. The relative diversity reputation of a company may also be a factor (for example, a company trying to make up for poor PR in this area may need to be more aggressive), and some industry sectors may require more diversity initiative than others.<\/p>\n

While none of the four strategies is inherently good or bad, each has both virtues and pitfalls. Here\u2019s a quick summary of the pros and cons\u2014based on common sense and my own observations:<\/p>\n\n\n\n\n\n\n\n
Strategy<\/strong><\/td>\nPro<\/strong><\/td>\nCon<\/strong><\/td>\n<\/tr>\n
Not a Problem <\/em><\/td>\nSuggests the company is confident about diversity.<\/td>\nMay suggest company does not care about diversity.<\/td>\n<\/tr>\n
Just the Facts<\/em><\/td>\nProvides information without overemphasis.<\/td>\nMay appear to be merely lip service.<\/td>\n<\/tr>\n
Effectively Engaged<\/em><\/td>\nDemonstrates a significant commitment.<\/td>\nMessage may become fragmented.<\/td>\n<\/tr>\n
Devoted to Diversity<\/em><\/td>\nMakes it clear diversity is a primary value in the company.<\/td>\nMay appear to be patronizing, exploitative or exploitative.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

To find examples, I visited three sites that I already like, on the assumption that they are probably doing the right thing! And one more that\u2019s a diversity leader. So here we go:<\/p>\n

Umpqua Bank<\/a>, with about 1700 employees (9% minorities, 77% women), represents Not a Problem<\/em>. No specific mention of diversity, just a brief, pleasant message about empowerment.<\/p>\n

\"umpqua\"<\/a><\/p>\n

The Meadows<\/a> is a tiny employer, with a workforce of only 650 in 2008, growing to about 1,000 with opening of new permanent casino in 2009. Just 6% minority, about 60% women\u2014but they have a really nice diversity statement that makes their Just the Facts<\/em> approach seem sincere.<\/div>\n

\"meadows\"<\/a><\/p>\n

\"meadows-policy1\"<\/a><\/p>\n

Jack in the Box has more than 40,000 employees, but if their diversity statistics are available, I can\u2019t find same! The site includes two discussions of diversity\u2014one at a policy level<\/a>, the one at a culture level<\/a>\u2014to show they are Effectively Engaged<\/em>. They also offer extended profiles of employees representing both ethnic and ability diversities. (Okay. I love the clever bit with the hats.)<\/div>\n

\"jack-2\"<\/a><\/p>\n

\"jack-3\"<\/a><\/p>\n

Finally, Sodexo<\/a> goes the extra mile to show they are Devoted to Diversity<\/em>. This is the only site in the group I wasn\u2019t familiar with, but Sodexo was the winner of the 2008 ERE Best Practices in Recruiting Award for Best Diversity Program<\/a>. In fact, the ERE description says: \u201cWhatever you are doing to promote diversity pales in comparison to the Sodexo approach,\u201d so I certainly couldn\u2019t resist a visit.<\/div>\n

And although the Diversity portion of their Careers website is low-key in presentation, it is extensive and effective. A badge box revolves a series of diversity awards (they have more than two dozen), and sub-pages profile Sodexo \u201cChampions of Diversity\u201d and describe Employee Network Groups that cover a wide range of affinities. With over 100,000 employees, Sodexo is about half minority and more than half female.<\/p>\n

\n

\"sodexo\"<\/a><\/p>\n

For a textbook example of diversity messaging, check out Sodexo\u2019s 32-page Annual Diversity Report<\/a>. Really\u2014it\u2019s worth the time.<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

In the first post of this series, I suggested there are four basic approaches to dealing with diversity topics on the corporate and career websites. I\u2019m going to call them: 1. Not a Problem. Say nothing, except by implication. 2. Just the Facts. Post a policy or statement. 3. Effectively Engaged. Expand diversity messaging. 4. […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[2101],"class_list":{"0":"post-8371","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-best-practices","7":"category-careers","8":"tag-diversity-recruiting","9":"entry"},"yoast_head":"\nDiversity and the Corporate Website: Four Strategies - Corporate Eye<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.corporate-eye.com\/main\/diversity-and-the-corporate-website-four-strategies\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Diversity and the Corporate Website: Four Strategies - Corporate Eye\" \/>\n<meta property=\"og:description\" content=\"In the first post of this series, I suggested there are four basic approaches to dealing with diversity topics on the corporate and career websites. 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