Recruitment in the Criminal Justice department
Name
Institutional Affiliated
Recruitment in the Criminal Justice Department
Wide-ranging and growth-oriented recruitment requires upholding the measures in the process of employing female and minority candidates in workforce diversity (Accenture, 2010). Nevertheless, the predominant diversity concerns differ in each country. Gender inequality is the most common and oldest concern in the universe alongside religion and ethnic races. A miscellaneous labor force encompasses a multitude of beliefs, values, unique information, ways of viewing the world, and understandings. Therefore, diversity has increasingly become a more significant issue in radical corporate and legal perspectives. Conversely, the approaches towards a diverse labor force in various organizations and from scholars have been very mixed (Beardwell & Wright, 2012).
Strategies in the recruitment of women and minorities
Employment and Preservation of Subgroups and women assortment centers at the core of current innovative and efficient corporate recruitment strategies (Accenture, 2010). The leading organizations reveal that desirable and indiscriminate recruitment makes a more significant difference in a stiff competitive marketplace. To get in touch with experienced minority candidates, the organization requires considering individuals from diverse fields such as ethnic essay help races, equality, color, origin, and tribal perspectives. Various strategies that can be adopted by organizations to ensure adequate minority and women recruitment in the criminal justice department are:
Equal opportunities
Discrimination in hiring is not fair if the candidates are not treated based on merit. Therefore, organizations are alleged to create awareness and embrace the application of code of conduct by adhering to the legislation set in the Employment Act. Through this, equal recruitment chances for groups, majorly men, women, and minority need to be fostered in organizations (Hoevemeyer, 2017).
Affirmative action
Employers are supposed to ensure that there are no chances of discriminatory recruitment of any group of individuals; hence, the management is alleged to formulate measures that could be used to avoid the intimidation. Organizations should embrace diversity in their labor force and work towards attaining it. The organization should, therefore, focus on changing an individual’s attitudes than organizational structures as a key to attaining diversity in workplace (Accenture, 2010).
Ethical Rules and Reasoning
The criminal justice system is arguably the most crucial public service systems in a country (Beardwell & Wright, 2012). Indeed, it’s one of the methods the public is likely to associate with daily. The study of ethics presents a more sophisticated understanding of the philosophy, but it still stands at a founding block with the criminal justice department. There are various ethical rules that govern organizations such as accountability, integrity, respect, compassion, loyalty, honor, and discretion. Additionally, the above rules need to be adhered to by organizations to facilitate effective and efficient functioning of the duties of the criminal justice practitioners. More so, these rules and regulations are crucial in enhancing commitment and following the code of conduct.
Emphasizing the importance of diversity and diverse candidates is difficult but important. This can be achieved when the board of management encourages others to prioritize diversity measures to acknowledge the benefits of diversity (Hoevemeyer, 2017). Mentoring to onboard women and minority board candidates is also crucial. The executive is required to conduct the mentoring process, and outreach approaches as a strategy to increase diversity in the criminal justice department. In addition to that diversity can be achieved by filling interim board seats with women and minority candidates. This can be achieved by assigning women and minority representatives who can fight for the rights of minority and women employees in the department.
Organizational and behavioral theories provide a framework to guiding in achieving diversity. Hiring and recruitment process is a crucial tool in helping the managers and the entire company to hire the right people and inclusively women and minorities and retain them (Beardwell & Wright, 2012). This process affects the workforce diversity within the criminal justice department.
Conclusion
In summary, the strategic level and top management are required to have a philosophy and foster the department’s culture, equality, accountability and gender sensitivity which will recognize diversity and commitment to implement and enhance diversity policies. At the operational level, line managers should learn to manage diversity management and create opportunities without discrimination based on gender, origin, race, color and background settings.
References
Accenture. (2018). The high-performance workforce: separating the digital economy’s winners
from losers. In the battle for retention Accenture study.pp:1-5.
Beardwell, J., & Wright, M. (2016). Recruitment and selection. In: Beardwell, Human resource
management: A contemporary approach. Harlow: Pearson Education Limited, pp.189
Havemeyer, V.A. (2017) High impact interview questions: 701 behavior-based questions to
find the right person for every job, N.Y. American Management Association.
