David Cooley Organizational Structure

We embrace diversity and diverse opinions; we treat people with dignity and respect to support our inclusive culture. This allows us to retain and attract the world-class talent and supplier base we need to develop the innovative solutions our global customers depend on. We view our diversity as a competitive advantage as a key enabler of our growth.

organization’s goals and vision as it relates to diversity; (3) Recruitment and Retention serve as a

We encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental health ability, political affiliation, race religion, sexual orientation, socio-economic status, veteran status

Maintaining an image as a culturally-diverse corporation is a concern that has become increasingly important in recent years. Wal-Mart’s upper management team, in 2006, created “a panel of outside experts to advise top executives on promoting diversity in its work force” as part of a phase of planning to increase internal diversity in the company (Kabel, 2006). The purpose of the creation of this panel was to give the company’s upper management information about issues of diversity and ideas on the promotion of workplace diversity.

We embrace and reassure our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political

They give us their best and we will give them our best. We will begin by treating them right and fair. This is done by instilling a commitment to grow and developing a business with express goal of making a meaningful, positive impact on the lives of our customers, employees, business associates and community. (Crisafulli, 2009) We invest in our employees by offering extra training, tuition reimbursement and profit-sharing in the retirement.

We value the diversity of our staff and service users and promote a culture in which everyone can express their potential.

At the workshop, the presenter introduced herself and asked us to also introduce ourselves. After the introductions, she went straight to the point by explaining Diversity and inclusion and why it is valued at blue cross and blue shield. For instance, she said diversity and inclusion have had a great inpact on their ability to grow their business, retain and attract talented associates and be an innovative and high-performing organization.

The development of the Paralegal advocacy, originated in the 1960’s, formal programs were created and merged with the public service agencies for training purposes, also providing accessible legal services, to individuals whom were unable to afford the lofty prices of legal counsel. Before long, Governmental agencies, Private law firms and local business promptly sighted the advantages and benefits of employing the specially trained individuals,

“The Board has adopted a diversity policy which aims to, among other matters, address the representation of women in senior management positions

Respects and includes a broad range of people and ideas in its daily operations. Our organization encourages each individual to act with empathy and to apply their unique skills to realize the company’s true potential

Traditionally, companies have been relying on managing diversity and inclusion through the focus on targeted recruitment, education and

They stressed further: “Aside from the leadership provided by CEOs and diversity officers, management of diversity should be embraced by the entire leadership team and not perceived as the exclusive domain of the HR function.”

Two additional governance bodies complement the work of this team: the Accenture Diversity Council, which makes decisions regarding inclusion and diversity globally; and the Diversity Advisory Forum, which recommends innovative approaches to the company’s diversity initiatives.

Contemporary organizations operate in a very dynamic global environment and as such have learnt to value diversity in the workplace in order to sustain a competitive edge. However, embracing diversity alone is not enough to lead to sustainable success. What are needed are the organizations that want to be on top of the game to ensure an inclusive workplace environment so that the fruits of diversity can be enjoyed. Diversity refers to “ representation of multiple identity groups and their cultures in particular organization or workgroup” while inclusion is “creating, fostering and sustaining practices and conditions that encourage and allow each of us to be fully ourselves—with our differences from and similarities to those around us—as we work together” (Ferdman, 2013, p. xxii).Ferdman asserts that the goal of inclusion is the psychological sense that we matter and that our voice and contributions are important. This inclusion begins with everyone recognizing the fact that we are made up of many components, characteristics and identities which are intertwined and make us whole. Just like an organism whose parts function differently but make up the whole thing and if one part is missing the organism cannot function properly, so are individuals in the workplace. They all come from different ethnic and cultural background, race, religion, sexual orientation, gender, national origin, and marital status,