PSY-FPX6710_Wood-LeclercEmily_Assessment4-1

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INTERVENTION PROPOSAL Diversity Intervention Proposal to Address Job Performance and Satisfaction Emily J. Wood-Leclerc Capella University PSY-FPX6710 November 29, 2023 1

INTERVENTION PROPOSAL Abstract Having a systematic framework to guide diagnosis processes of an organizations culture and climate is highly beneficial for organizational leaders. It enables them to document and analyze the various dimensions within the roles, responsibilities, and relationships among their employees. An effective and inclusive diversity intervention plan considers the needs of the organization and its stakeholders, existing and future employees, environmental context and individual attributes of the workplace, and clear measurable expectations of the intervention. I/O psychology is able to provide a framework to successfully implement training, ERGs, policy changes, and how to measure the effectiveness of the intervention. 2

INTERVENTION PROPOSAL Introduction The following document is a diversity intervention proposal to identify and form an actionable plan to address job performance and satisfaction within Company G. The 100-year- old company is a global company with roughly 5,000 employees and an additional 800 new hires that are new immigrants from Serbia, most of who are working in the same department of the organization. The large manufacturing company has a demographic that includes males (60%) and females (40%), with female representation growing. Ethnically, the company is comprised of U.S.-born Caucasians, African Americans, and Hispanics. Geographically, most office locations are in the U.S., with a handful spread from India to Asia, all with minimum education requirements and English-speaking ability. Generationally, employee ages span from traditionals to millennials. The company's goal is to increase overall performance and effectiveness by evaluating the health of the organization’s diversity. The proposal below will include recommended interview discovery and clarification questions, type of intervention, recommended methodology for data collection and analysis, professional standards, anticipated results, and a plan to evaluate the effectiveness of the intervention. Interview To formulate a proposal that will be effective and beneficial for the organization, key information will be needed from leadership to adequately analyze the health of organizational culture and climate. Conte and Landy (2018) reference research that shows the concepts of organizational culture and organizational climate, while individual concepts, overlap significantly. The term “climate” in relation to the workforce was coined by Lewin, Lippitt, and White in 1939 and is “a shared perception among employees regarding their work entity: a 3

INTERVENTION PROPOSAL particular organization, division, department, or workgroup” (Conte & Landy, 2018, p. 550). Organizational “culture” gained more awareness by the 1970’s as it was generally accepted the term “climate” wasn’t sufficient to capture values and meaning beyond actions. Culture is defined as “a system in which individuals share meanings and common ways of viewing events and objects” (Conte & Landy, 2018, p. 551). To understand both accurately, it is important to ask the right questions through an informal interview or leadership focus group. The questions below are intended to help identify the current state of the organizational culture and climate, as well as the potential goals of the organization. When conducting the interviews, either individually or through a focus group, strive for equal representation between gender, ethnicity, location, and department. Having the diverse perspectives of each will help identify true gaps. Questions 1. What diversity and inclusion initiatives are currently in place within the organization? 2. Can you provide details about the diversity programs, training, or policies currently implemented? 3. What diversity metrics are being tracked and how often are these updated? 4. Can you provide data on representation at different organizational levels? 5. Have employees been surveyed or provided feedback regarding the inclusivity of the workplace? 6. What are the key concerns or suggestions raised by employees regarding diversity and inclusion? 7. How committed is the leadership team to promoting DEIB? 8. Are there specific goals or expectations related to diversity set by leadership? 4

INTERVENTION PROPOSAL 9. What diversity training programs are currently in place for employees and leaders? 10. Are there opportunities for ongoing education on DEIB topics? 11. How do leaders currently demonstrate inclusive leadership practices? 12. Are there specific leadership behaviors that contribute to or hinder diversity and inclusion? 13. Are there existing Employee Resource Groups (ERGs)? If so, what is their role in fostering diversity and inclusion and how are they supported by the organization? 14. What policies and procedures are in place to ensure inclusivity and mitigate bias? 15. How are these policies communicated to employees? 16. How is information about DEIB communicated throughout the organization? 17. Are there ongoing communication strategies to raise awareness about DEIB related issues? 18. How does the organization consider intersectionality in its diversity initiatives? 19. Are there specific challenges related to overlapping dimensions of diversity? 20. What budgetary considerations should be considered for proposed diversity interventions? 21. What is the desired timeline for implementing diversity interventions? 22. Are there urgent DEIB issues that need immediate attention? Intervention When integrating new teams, or going through an organizational change, leaders will want to pre-emptively address potential challenges and provide training to their leaders and teams to mitigate multicultural differences. The news is full of examples that show the danger of what can happen when the differences between people are not accepted (Bezrukova et al., 2016). 5

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