Improved Time to Hire
Exceptional Candidate Sourcing
Reduced Turnover
Multilevel Interviewing
Leading Edge Recruiting Methods
Effective Hiring Results
Candidate Testing & Assessment
Placements Guaranteed
Recruiting 7 Days a week
Highly Diversified Social Networking
Active Candidate Referral Network
Targeted Sourcing
Industry Specific Sourcing
Delivering Diversity
Immediate Candidate Selection
Extensive Candidate Database
Highly Experienced Recruiting Staff
Contract, Contingent & Retained Search
Positive Cost Benefit Recruiting Solutions
Effective Onboarding
Improved Time to Hire
Exceptional Candidate Sourcing
Reduced Turnover
Multilevel Interviewing
Leading Edge Recruiting Methods
Effective Hiring Results
Candidate Testing & Assessment
Placements Guaranteed
Recruiting 7 Days a week
Highly Diversified Social Networking
Active Candidate Referral Network
Targeted Sourcing
Industry Specific Sourcing
Delivering Diversity
Immediate Candidate Selection
Extensive Candidate Database
Highly Experienced Recruiting Staff
Contract, Contingent & Retained Search
Positive Cost Benefit Recruiting Solutions
Effective Onboarding
Improved Time to Hire
Exceptional Candidate Sourcing
Reduced Turnover
Multilevel Interviewing
Leading Edge Recruiting Methods
Effective Hiring Results
Candidate Testing & Assessment
Placements Guaranteed
Recruiting 7 Days a week
Highly Diversified Social Networking
Active Candidate Referral Network
Targeted Sourcing
Industry Specific Sourcing
Delivering Diversity
Immediate Candidate Selection
Extensive Candidate Database
Highly Experienced Recruiting Staff
Contract, Contingent & Retained Search
Positive Cost Benefit Recruiting Solutions
Effective Onboarding

Diversity Connection

The Business Case for Diversity

A study conducted by New York City based American Management Association and the Business and Professional Women's Foundation in Washington, D.C. found that there is a correlation between performance and diversity.

They surveyed top management at 1,087 businesses ranging in size from $10 million in annual sales to over $1 billion. Their study showed that: "Where senior management teams are mixed in terms of ethnicity and gender and age, those with that nature of diversity tend to outperform companies whose management teams are more homogenous."

A study by Standard & Poor's (S&P) and Diversity Inc magazine, revealed that the "Top 50 Companies for Diversity' beat the Dow Jones Industrial Average and the NASDAQ. (Business for Social Responsibility Staff, 2005)

Former Procter & Gamble CEO John Pepper stated "The success of this company is a direct result of our diverse and talented workforce. Our ability to develop new consumer insights and ideas to execute in a superior way across the work is the best possible testimony to the power of diversity and organization could ever have." He went on to summarize that workforce teams that are more diverse in nature, generate ideas that are superior in creativity and in quality. (John Pepper, former CEO, Procter & Gamble)

Companies with effective diversity inclusion practices benefit from reduced absenteeism and employee turnover. In addition, companies with a diverse workforce generally benefit from a better image in the marketplace. (The Business Case for Diversity: Good Practices in the Workplace, 2005)

Group diversity leads to better decision outcomes, and this has been shown in a variety of settings, occupations, and organizations, and also applies to group task performance and to creativity and innovation.

Diversity is beneficial because a variety of opinions, backgrounds, and thinking styles and their integration into the solution are what contribute to better decision outcomes. (Leonard Barton, Wellspring of Knowledge.Harvard Business School Press), (Exploring the Black Box: An Analysis of Work Group Diversity, Conflict and Performance. Administrative Sciences Quarterly), (Team incentives and worker heterogeneity: an empirical analysis of the impact of teams on productivity and participation. Journal of Political Economy), (The influence of top management team heterogeneity on firm's competitive moves.Administrative Science Quarterly)

According to the 2005 Workplace Diversity Practices Survey from the Society of Human Resources Management (SHRM) a diverse workforce can reduce costs and improve profits. Responses from 400 human resource professionals indicate that 78% reported that diversity reduced costs and 74% stated that diversity improved results. (Diversity Pays. Society of Human Resource Management)

According to Richard Snead, the President and Chief Executive at Carlson Restaurants Worldwide, the retention of a diversified workforce is the number 1 predictor of profitability and customer satisfaction. His organization was able to reduce turnover of its employees by 20% which was a total cost savings of around $700,000 a year in training costs. (Ruggless, 2004)

Prominent Harvard professor conducted a five year study on the effects of ethnic diversity. Although short term results were not as positive, he did state that: "In the long run, however, successful immigrant societies have overcome such fragmentation by creating new, cross-cutting forms of social solidarity and more encompassing identities. Illustrations of becoming comfortable with diversity are drawn for the US military, religious institutions, and earlier waves of American immigration." Diversity works in the long term, according to Putnam. (Robert Putnam, Harvard University)

Racial diversity was discovered to have a positive impact on team climate. Racial and ethnic diversity leads to more enjoyable and fun experience at work, which is a fundamental dimension of the life on the line. (The Effect of Gender, Race, Age, and Employment Status on the Teamwork. University of Kentucky, College of Arts and Sciences)

A report on the economic imperative of managing diversity, that includes more than 70 pages of analysis, concluded simply: "Organizations which excel at leveraging diversity (including the hiring and advancement of woman and nonwhite men into senior management jobs, and providing a climate conducive to contributions from people of diverse backgrounds) will experience better financial performance in the long run than organizations which are not effective in managing diversity."(Glass Ceiling Commission)

A study which rated the performance of the Standard and Poors 500 on a series of factors relating to the hiring and advancement of women and nonwhites found that the annualized return for the 100 companies which rated the lowest in equal employment opportunities issues average 7.9 percent, compared to 18.3 percent for the 100 companies that rated highest in the equal employment opportunities. "Thus, the stock market performance of the firms that were high performers on the glass ceiling related goals was 2.5 times higher than that of the firms that invested little in glass ceiling related issues." (Covenant Investment Management)

Research from a Tufts University study indicates that diverse groups perform better than homogenous groups when it comes to decision making and that this is due largely to dramatic differences in the way whites behave in diverse groups – changes that occur even before group members begin to interact. "Traditional arguments in favor of diversity often focus on ethics, morality and constitutionality," said Samuel Sommers, Ph.D., assistant professor of psychology in the School of Arts and Sciences at Tufts University. "I wanted to look at the observable effects of diversity on performance." He went on to add that "Because the study examines group decision-making in a realistic study, the findings have potential implications for a variety of contexts – from the classroom to the boardroom, or wherever a premium is placed on fact-finding and reaching a good decision. Diverse groups show a number of advantages and benefits when it comes to this type of decision making. (Journal of Personality and Social Psychology)

A study by the Centre for Strategy and Evaluation Services (CSES) of more than 200 companies found that companies that implement workforce diversity policies identify important benefits that strengthen long-term competitiveness and, in certain instances, also produce short and medium term improvements in performance. Following are the benefits that companies indicated as important or very important:

The nation's minority population reached 100.7 million according to the national and state estimated by race, Hispanic origin, sex and age. In addition, nonwhites now make up a majority in almost one-third of the most populous counties in the country and in nearly one in 10 of all 3,100 counties. (U.S. Census Bureau – August 9, 2007)

According to the U.S. Census Bureau, the combined race and ethnic minority population will grow from 70 million to 178 million in 2045. The minority population is projected to surpass the non-Minority population between 2055 and 2060, thus representing over 50% of the total U.S. population.

Minority purchasing power is currently estimated at $1.3 trillion and expected to surpass $2 trillion by 2015, $3 trillion by 2040 and more than $4 trillion by 2045. Minority purchasing power could represent 70 percent of the total growth in purchasing power by 2045. (Minority Purchasing Power: 2000 to 2045. U.S. Department of Commerce, Minority Business Development Agency