Nearly half of employers say they make employee diversity a competitive selling point for their organizations, according to a new Novations survey of 1,780 HR execs and senior managers.
Still, it's no secret that a common byproduct of diversity, employee language skills and literacy, continues to pose a big challenge in many organizations.
To combat that problem, some employers now require employees to use or learn languages other than English on the job. Some are even helping employees learn a new language.
That's a tactic more organizations use to boost competitiveness and customer service in increasingly diverse areas. While that can be a smart strategy in many industries, such as retail, restaurants and public agencies, it also carries some legal risk.
Advice: Don't require employees to learn another language unless having bilingual skills really is a requirement of the job, rather than just a skill that...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How to accommodate employees and job applicants with HIV
- In interviews, be wary of using 'points only' scoring system
- Turnabout is fair play: Employers may be able to sue for frivolous lawsuits
- NLRB, EEOC confidentiality stance muddles investigations