Kpmg Diversity

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

The gold medal as IDEAL Employer for diversity MBA and undergraduate students goes to Google, followed by Walt Disney, Goldman Sachs and McKinsey (Universum, 2012). Disney, which prior to 2005 had always been at the top of the list, has regained a leading position thanks to its massive recruiting efforts and its strong consumer brand.

In an effort to increase diversity in certain job fields and corporations, companies will primarily look at historically black colleges and universities first. At a finance panel at Howard University’s school of business, a black MIT grad stated how her twin sister, who attended Howard, got more job offers than she did. There is a misconception that historically black colleges and universities lack proper training and job preparation. This most likely stems from people still believing that only white people are capable of success or teaching other people success. HBCU’s provide opportunity to students who may not have been exposed to those opportunities’ otherwise. Looking at graduation rates at non HBCU’s, black students at PWI’s have a lower graduation rate compared to their white counterparts(npr.org). When it comes to diversity most people assume diversity in color but there are more ways for places to be diverse. There is a lack of diversity at PWI’s when it comes to race, culture, and most importantly socioeconomic

Diversity is becoming a more increasing and ever changing dynamic to the business environment. Organizations can either embrace and grow with diversity or be left behind and die out. One of the organizations that is growing with diversity is Target. This paper will look at Target in depth on what they are doing right and wrong, what makes them a leader in diversity, and what leadership is doing to encourage diversity.

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

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

In recent years, diversity and inclusion have emerged as an essential business practice. Why are diversity and inclusion so critical to organizations nowadays? Do they really help organizations achieve better results? Why is it a unique issue in the 21st century workplace? To answer these questions, organizations should look into factors such as globalization. Globalization increases interactions around the world and diversifies the profile of the workforce, which also contributes to the changing composition of the current workforce. While globalization offers extensive opportunities for organizations, it also imposes many challenges that require new responses. Organizations are not only looking for ways to effectively manage a diverse workforce but also to leverage it to achieve better outcomes.

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

I wanted to take a moment to thank you again for the time you spent with me on Tuesday morning. I know it isn't easy to take some time out of your busy schedule for an informational interview. Your willingness to provide me with additional information about the scope of works you do, makes me believe that this is the kind of job I would enjoy, as well as one where I can make valuable contribution both to the organization and healthcare at large.

The Board of Directors has shown interest in the Hispanic Growth Strategy as well. They have also acknowledged the lack of diversity within their board and it’s an issue. Coopera suggested looking at an associate board position and considering bringing in key Latino community leaders to some of the board meetings during a meet and greet so that they are exposed to the Latino community, but also get to meet potential board candidates. Coopera shared these strategies have worked well for other clients.

1. What kind of programs are offered for employees to join to show their pride of their diverse background? What are the goals of these programs? What has been accomplished as result of these programs?

Our company has done great job in managing diversity so far. We rank in the 11th of the Diversity Incorporated Top 50, and rank the 8th of the Diversity Incorporated Top 10 companies, which has women in the executive committee. In our company, 29% employees in our company are minorities, we are concerned about diversity in work place, and we appreciate our employees’ opinions. We endeavor to provide equal pay and

population. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages (SHRM, 1995). Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is an invaluable competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity (Black Enterprise, 2001).

In February 2003, Accenture formally established a Global Inclusion & Diversity corporate function to provide strategic guidance and support for Accenture’s diversity programs and activities in countries around the world, and to promote a discrimination-free and harassment-free work environment for all employees.

In response to the growing diversity in the workforce around the world, many companies have instituted specific policies and programs to enhance recruitment, inclusion, promotion, and retention of employees who are different from the privileged echelons of society. The privileged groups may vary from one country to the next. The workforce of the world is a dynamic environment, and in order for this dynamism to be put to use for the benefit of organizations, they must develop an effective strategy for managing diversity. Global Diversity Management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational