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Topics: European Union, Business, Management Pages: 52 (9994 words) Published: February 28, 2014
DIVERSITY FOR TALENT AND
COMPETITIVENESS:
The SME Business Case for Diversity

The information contained in this publication does not necessarily reflect the position or opinion of the European Commission.
This publication is financed by the European Community Programme for Employment and Social Solidarity (2007-2013). This programme was established to support the implementation of the objectives of the European Union in the employment and social affairs area, as set out in the Social Agenda, and thereby contribute to the achievement of the Lisbon Strategy goals in these fields. The seven-year Programme targets all stakeholders who can help shape the development of appropriate and effective employment and social legislation and policies, across the EU-27, EFTA and EU candidate and pre-candidate countries. The Programme has six general objectives. These are:

(1) to improve the knowledge and understanding of the situation prevailing in the Member States (and in other participating countries) through analysis, evaluation and close monitoring of policies;

(2) to support the development of statistical tools and methods and common indicators, where appropriate broken down by gender and age group, in the areas covered by the programme;
(3) to support and monitor the implementation of Community law, where applicable, and policy objectives in the Member States, and assess their effectiveness and impact;
(4) to promote networking, mutual learning, identification and dissemination of good practice and innovative approaches at EU level;
(5) to enhance the awareness of the stakeholders and the general public about the EU policies and objectives pursued under each of the policy sections; (6) to boost the capacity of key EU networks to promote, support and further develop EU policies and objectives, where applicable.

For more information see:
http://ec.europa.eu/employment_social/progress/index_en.html

Diversity for Talent & Competitiveness

page 2

CONTENTS
Executive Summary
1. Introduction: project background and methodology
1.1 Diversity survey amongst European SMEs
1.2 Interviews with SMEs and intermediary organisations

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2. THE SME BUSINESS CASE FOR DIVERSITY
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2.1 Challenges and contexts of SMEs in Europe
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2.2 Benefits of diversity for SMEs
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2.3 Incorporating diversity: how SMEs establish and implement a diversity agenda 16
2.4 Creating a diverse workforce: how SMEs manage human resources 19
2.5 Context-driven barriers to creating a diverse workforce
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2.6 SME suggestions for overcoming barriers
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2.7 SME diversity “Do’s and Don’ts”
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2.8 Summary
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3. THE ROLE OF INTERMEDIARY ORGANISATIONS
3.1 Intermediaries’ relationship to diversity
3.2 Intermediaries’ assessment of diversity benefits
3.3 Intermediaries’ assessment of how some SMEs struggle with diversity 3.4 How intermediaries support SMEs
3.5 Intermediary diversity “Do’s and Don’ts”
3.6 Summary

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4. Recommendations: Diversity Tools for SMEs

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Diversity for Talent & Competitiveness

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EXECUTIVE SUMMARY

Small to medium-sized enterprises make up the vast majority of all businesses in Europe and employ three-quarters of the workforce. As extensions of families and features of communities, SMEs do not often trade beyond their own locale, let alone national borders. But diversity is as relevant to them as it is for the largest corporation. Faced with a “war for talent” and reduced customer spending, the need to open recruitment procedures to all and expand into new local markets will become a significant element of how SMEs overcome hard economic times and continue to grow in the future.

The current research follows on from an earlier study entitled The Business Case for Diversity: Good Practices in the Workplace, undertaken for the European Commission in 2005. The study involved more than 1,200 SMEs from across 27 European States, 100 SMEs, and 70 SME...

Links: and web sites etc for know support and information sources.
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