CHANGING DEMOGRAPHY AND RECRUITMENT By 2050, nonwhites will represent close to half the U.S. population, according to U.S. Census Bureau projections.BY
Maureen Minehan
Society for Human Resource Management.
By 2005, the ethnic minority share of the workforce is expected to grow to 28 percent, up from 18 percent in 1980 and 22 percent in 1990. Although the African American population is now the largest minority group, the Hispanic and Asian populations are growing much faster.
In 1994, the African American population was estimated to be 33 million, or 12.7 percent of the total population, up from 11.7 percent in 1980. By 2025, African Americans are expected to represent 14 percent of the total.
The Hispanic population—10 percent of the total population in 1994—is projected to be 17 percent by 2025. The Asian and Pacific Islander population—3.4 percent of the total U.S. population in 1994—is expected to more than double by 2025, to 25.5 million, or 8 percent of the total.
As a result of those demographic changes, the ability to attract, recruit and develop a qualified workforce from diverse populations will become critical for business survival. To ensure companies' ability to meet those challenges, employers can take several steps now:
- Perform a demographic study of your organization's workforce and compare it to projections for your region. If minorities will be a significant percentage of your local population in the future, plan to have a higher percentage of minorities in your workforce.
- Compare the demographics of your workforce to that of your organization's future markets. Future purchasers might consider the diversity of a producer's workforce when making their buying decisions.
- Make sure your organization has an appropriate diversity initiative in place. Cross-cultural training and effective recruitment practices will be vital to success with a diverse workforce.
- Become involved with educational initiatives aimed at Hispanic students. In 1993, only 53.1 percent of Hispanics over the age of 25 had completed high school or college, compared with 81.5 percent of Caucasians, and 70.4 percent of African Americans. Hispanics will be a vital labor source, and adequate education will be crucial.
- Identify minority vendors and suppliers. Frustrated by discrimination and the lack of opportunities, many minority employees are striking out on their own. Between 1987 and 1992, for example, African American–owned businesses increased 46 percent. That trend could lead to a “brain drain” as the most educated and motivated minority workers leave to start their own organizations. Cultivating relationships with minority-owned businesses may increase development opportunities for minority workers and serve as an important resource for future recruitment.
Diversity Recruitment and Retention | Home