SelectOne Blog

Workforce diversity has never been more important for companies. Research such as the McKinsey study shows the profitability to companies. The study demonstrates how U.S. public companies with diverse executive boards have a 95% higher return on equity than non-diverse leadership.

There are many sensitive issues facing employers today. These issues include unequal pay, workplace harassment, generational inclusion, and flexible or remote freelance work.

One of the most pressing hot button topics is addressing diversity and inclusion, sometimes referred to as D&I. There are myths and misconceptions surrounding D&I which continue to perpetuate the complexity of the issue.

Diversity and inclusion (D&I) in the workplace is a hot button issue. While there is no set way to increase the diversity of a company, there is growing evidence to suggest that there are many benefits for doing so.

Diversity and inclusion (D&I) are hot button issues in the workplace. While there are many myths associated with an inclusive workplace, an increasing amount of research is showing that there are many benefits to having strong D&I policies and procedures for your company.

You are probably aware that research indicates that a diverse workforce is more than just socially responsible. Diversity in the workplace drives creativity and innovation as well as impacting productivity and profits.

In an IBM survey of more than 1000 CEOs, creativity was ranked as the number one quality for leaders. Innovation and creativity are a critical resource for any company in order to grow your business and be successful. While the need for creativity is obvious, how to foster creativity is less obvious. Evidence suggests that one method of generating more creativity in the workplace is to have more diversity in your workforce.

The evidence is clear that diversity in the workplace leads to more innovation, productivity, and profitability. But the tech industry is lagging behind other sectors when it comes to hiring a more diverse workforce.

Diversity and Inclusion (D&I) at one point was seen as a nice-to-have element of business but the tide has been shifting to make D&I an essential element for any company. As more and more research is showing the financial impact of a properly implemented D&I program, more companies are devoting resources to making diversity a priority.

The manufacturing landscape has changed over the past couple decades as technology influences all aspects of the business. From the designing of products to assembly and delivery, each step in manufacturing requires a higher level of knowledge and skill. Finding new talent is a formidable hurdle that HR departments are not equipped to face. Professional recruiting firms provide a solution to these challenges.

According to a report from Deloitte, the shortage of engineers in the manufacturing space leaves 600,000 positions unfilled annually. There are fewer candidates with STEM (Science, Technology, Engineering, Technology) backgrounds and graduates with STEM skills are gravitating to the perceived more exciting software development field. Manufacturing recruiters face a considerable challenge finding qualified engineers in today’s marketplace. What are the best practices for recruiting engineers?