Clients in the News

As the current social justice movement and push for progressive policies reshape how society operates, the significance of diversity in the workplace assumes new meaning. Recruiting employees with diversity in mind is a process that is more than simply “checking a box.” It’s a decision informed by a unique crosssection of perspectives, practices and personalities sought by employers and employees alike. Given the progress that has been made since the inception of the wage system, how much further can diversity in the workplace advance so that all can benefit?

Many scholars point to Executive Order 9981, signed by President Truman in 1948, as the first equal employment legislation introduced in the U.S. The order desegregated the armed services. The civil rights movement produced Title VII, also known as The Civil Rights Act of 1964, which outlawed hiring practices that discriminated against race, color, religion, sex or national origin; this would eventually include sexual orientation and gender identity. The Equal Opportunity Act of 1972 further amended Title VII, allowing the Equal Opportunity Employment Commission the authority to sue in Federal court when a reasonable cause for employment discrimination is found in the workplace.

Diversity in the workplace

Today, diversity in the workplace also means incorporating “cognitive diversity,” or what is coming to be known as “diversity of thought.” This is the idea that people don’t necessarily need to look different or identify with an underrepresented group to provide unique viewpoints and experiences to the workplace.

Rosario Avila, a senior benefits advisor of the Petaluma-based company, Arrow Benefits Group, says that companies must evolve and cast a wider net for talent, especially amid a global pandemic.

“Having a diverse workforce or diverse ideas will help a business stay in business,” she says.

“We have a client in landscape and production, and they want to promote the hiring of women for the manual labor departments. They want to reach out and find employees who not only fit the bill, but are interested in the field; they want to be inclusive, so they’re changing the messaging and posting in outreach for that demographic.”