Fredrich L. Lancaster Reacts to New Study by Creating Updated Concept of "Diversity"

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Recruiting expert Fredrich L. Lancaster updates the traditional, outdated concept of diversity by insisting that a range of skills are as important as a range of ethnic, educational, geographic, and professional backgrounds.

Canadian researchers Kristyn Scott, Joanna Heathcote, and Jamie Gruman have determined that diversity is a key component of successful recruiting strategies after reviewing approximately 100 studies pertaining to the issue. Fredrich L. Lancaster, a Senior Executive who has devoted the majority of his career to benefiting governmental agencies, such as the CSS and NSA, concurs with this discovery. Although he agrees that diversity is a key issue when recruiting a well-rounded team, Fredrich L. Lancaster is quick to add that the definition of diversity as it pertains to this study may be limiting.

According to UPI.com, an online news source that ran a story about the recent findings of Scott, Heathcote, and Gruman, diversity was defined by the study to include "ethnicity, age, gender, educational background, and professional experience."

"These aspects of diversity are important, to be sure," commented Fredrich L. Lancaster, "but they are not the only key characteristics that an organization seeking diversity should look for. Strong teams need to have diverse talents. In order to create a staff whose members complement one another and successfully perform a wide range of tasks, recruiters should look for individuals who are able to add a new dimension to their current workforce."

Fredrich L. Lancaster's understanding of this principle stems from his extensive work with the United States government. A government employee for 35 years, 23 of which were served in active duty, Fredrich L. Lancaster has worked with a variety of teams and learned how to make these teams work.

"By hiring professionals who will bring fresh skills to a team, recruiters will be able to develop a well-rounded staff," [Fredrich L. Lancaster stated. "Take, for example, a sales team. If you have a team that is very personable but not very organized, hiring an individual who can keep paperwork up to date, schedule meetings, and so on will improve the productivity of that team."

Although he asserts that another dimension of diversity should be taken into consideration by recruiters, Fredrich L. Lancaster does not state that the traditional definition of diversity should be overlooked. By adding this category to those already listed by Scott, Heathcote, and Gruman, Fredrich L. Lancaster believes recruiters will find that their teams offer a higher level of flexibility and potential.

ABOUT:

Fredrich L. Lancaster is a Senior Executive who has spent a great deal of time working with c-level professionals to determine recruiting and other strategies. Through over 20 years of experience in intelligence, logistics, and personnel management, Fredrich L. Lancaster has developed an expertise in the recruiting arena.

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