Walgreen has also engaged in affirmative recruitment activities in a bid to shore up its diversity profile. One of the ways it has achieved this is by entering into recruitment partnerships with a number of organizations that represent the interests of minority workers. For example, Walgreens has entered into a recruitment partnership with InRoads. InRoads maintains the largest pool of contacts of high-performing college students from diverse ethnic backgrounds, for internships and also salaried employment.
This partnership between Walgreens and InRoads begun in 2001 and has enabled the company to recruit a large number of employees and interns from ethnically diverse backgrounds (Walgreen Co, 2010a). Apart from partnering with InRoads, Walgreen has also partnered with HACE (the Hispanic Alliance for Career Enhancement), in a move that has helped push affirmative employment of employees from the minority Hispanic group.
It has partnered with the AARP, which protects the interests of workers over the age of 50. according to Walgreen’s website, since it embarked on partnering with the AARP, there has been a dramatic rise in the number of employees aged above 50 fifty years working with the firm. For example, it states that there was a 40% surge in the number of mature
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In 2004, Walgreens also entered into a recruitment partnership with the National MBA Association (NBMBAA). Thanks to this partnership, Walgreens is in a position to post job vacancies on the NBMBAA’s site, and to also take part in events organized by the association. The result of this partnership is that more and more potential employees drawn from the black minority group have an opportunity to work for Walgreens (Walgreen Co, 2010a).
Through its partnership with PAYS (Partnership for Youth Success), Walgreen is able to offer job opportunities to military officers who have served in the army for some time and want to get back into civilian employment. Other recruitment partnerships which Walgreens has entered into include the partnership with the National Urban League (NUL), and the state of Illinois (Walgreen Co, 2010a). Apart from these partnerships, Walgreens has also sought to affirm its affirmative action in several other ways.
One of these is that it carries out recruitment at colleges that have historically had black, female, and Hispanic students. At its facilities in South Carolina and Connecticut, Walgreens has put in place plans to hire employees who are physically and mentally challenged. It has set up a website known as WalgreensOutreac. com, which can be accessed by the physically and mentally challenged to get information about these opportunities (Walgreen Co, 2010a).