{"id":697,"date":"2014-04-29T15:10:56","date_gmt":"2014-04-29T15:10:56","guid":{"rendered":"http:\/\/blogs2.abo.fi\/hrm2014\/?p=697"},"modified":"2014-04-29T15:10:56","modified_gmt":"2014-04-29T15:10:56","slug":"nar-man-inte-lever-upp-till-mangfaldsmalsattningen","status":"publish","type":"post","link":"https:\/\/blogs2.abo.fi\/hrm2014\/2014\/04\/29\/nar-man-inte-lever-upp-till-mangfaldsmalsattningen\/","title":{"rendered":"N\u00e4r man inte lever upp till m\u00e5ngfaldsm\u00e5ls\u00e4ttningen"},"content":{"rendered":"<p><a href=\"http:\/\/blogs2.abo.fi\/hrm2014\/wp-content\/uploads\/sites\/12\/2014\/04\/Diversity-in-PR2.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone  wp-image-698\" src=\"http:\/\/blogs2.abo.fi\/hrm2014\/wp-content\/uploads\/sites\/12\/2014\/04\/Diversity-in-PR2-300x152.jpg\" alt=\"Diversity-in-PR2\" width=\"567\" height=\"298\" \/><\/a><\/p>\n<p>Inkludering och m\u00e5ngfald \u00e4r ofta n\u00e5got som \u00e4r l\u00e5gt nere p\u00e5 prioriteringslistan hos m\u00e5nga organisationer. N\u00e4r\u00a0<span style=\"color: #444444\">The Society for Human Resource Management tillfr\u00e5gade ett ok\u00e4nt antal organisationer om m\u00e5ngfald \u00e4r p\u00e5 deras lista \u00f6ver prioriteringar svarade endast en fj\u00e4rdedel &#8221;ja&#8221; p\u00e5 fr\u00e5gan. En ny studie tror sig ha f\u00e5tt svaret p\u00e5 varf\u00f6r m\u00e5ngfaldsklyftan \u00e4r s\u00e5 bred.<\/span><\/p>\n<p>Jag summerar huvudorsakerna som &#8221;m\u00e5ngfaldens tre F&#8221;: Focus, funding, follow-through.<\/p>\n<p>51% av de tillfr\u00e5gade fokuserade bara p\u00e5 m\u00e5ngfald s\u00e5 l\u00e5ngt de absolut var tvungna f\u00f6r att f\u00f6lja regulationerna.<\/p>\n<p>54% av organisationerna saknade en f\u00f6retagsfunktion f\u00f6r m\u00e5ngfald och integration, och i de fallen det fanns bestod den bara av frivilliga. Man har allts\u00e5 inte tagit upp m\u00e5ngfald i budgeten.<\/p>\n<p>Den sista punkten, uppf\u00f6ljningen, \u00e4r kanske den viktigaste. Trots att de flesta tillfr\u00e5gade (68%) p\u00e5 ett eller annat s\u00e4tt genomf\u00f6rde organisationella m\u00e4tningar f\u00f6r intern m\u00e5ngfald svarade bara 10% att de anpassar sin strategi enligt m\u00e4tningar och feedback.<\/p>\n<p>Andra faktorer som spelar in p\u00e5 de &#8221;enfaldiga organisationerna&#8221; kan vara t.ex. att rekryteringsprocessen inte \u00e4r anpassad f\u00f6r att dra till sig en m\u00e5ngfaldig rekryteringsgrupp.<\/p>\n<p>Visst kan m\u00e5ngfald anses vara en intressant och hittills relativt outforskad guldgruva, men vilka utmaningar kan i st\u00e4llet uppst\u00e5 i organisationens str\u00e4van efter gemensamma visioner och en enad kultur? Kan man ha m\u00e5ngfald och gemensam kultur och v\u00e4rden, eller m\u00e5ste man offra ett f\u00f6r att uppn\u00e5 ett annat? Det h\u00e4r \u00e4r ett \u00e4mne som \u00e4r v\u00e4rt att utforskas mera.<\/p>\n<p><a href=\"http:\/\/www.benefitspro.com\/2014\/04\/15\/failing-to-live-up-to-diversity-inclusion-goals?t=compliance&amp;page=2\">K\u00c4LLA<\/a><\/p>\n<p>\/\/Peter, grupp 2.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Inkludering och m\u00e5ngfald \u00e4r ofta n\u00e5got som \u00e4r l\u00e5gt nere p\u00e5 prioriteringslistan hos m\u00e5nga organisationer. N\u00e4r\u00a0The Society for Human Resource Management tillfr\u00e5gade ett ok\u00e4nt antal organisationer om m\u00e5ngfald \u00e4r p\u00e5 deras lista \u00f6ver prioriteringar svarade endast en fj\u00e4rdedel &#8221;ja&#8221; p\u00e5 &hellip; <a href=\"https:\/\/blogs2.abo.fi\/hrm2014\/2014\/04\/29\/nar-man-inte-lever-upp-till-mangfaldsmalsattningen\/\">Forts\u00e4tt l\u00e4sa <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":42,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[24,16,23,8],"tags":[5],"class_list":["post-697","post","type-post","status-publish","format-standard","hentry","category-etiska-fragestallningar","category-kultur","category-mangfald","category-rekrytering","tag-gr-2"],"_links":{"self":[{"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/posts\/697","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/users\/42"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/comments?post=697"}],"version-history":[{"count":1,"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/posts\/697\/revisions"}],"predecessor-version":[{"id":699,"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/posts\/697\/revisions\/699"}],"wp:attachment":[{"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/media?parent=697"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/categories?post=697"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs2.abo.fi\/hrm2014\/wp-json\/wp\/v2\/tags?post=697"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}