The Organization 's Success With 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 purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

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,

The target of this research is to explore the diversity strategies of the U.S. Department of Veterans Affairs ' (VA) with the objective of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which introduces an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the ODI installation of the VA diversity plan. This leads to the second exploration section, which outlines specific focus areas of the VA diversity plan as defined in the Standard University Publication: Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis along with recommendations for

For many years, Americans have held certain opinions concerning gender, sex, women, and sexual orientation. A definition of both gender and sex will be provided. The roles of women throughout American history will be discussed. When people think about masculinity and femininity, they have certain preconceived ideas. How these ideas contribute to the understanding gender, sex, and sexual orientation will be examined. Finally, the status of GLBT individuals will be explored. An increased understanding will be gained concerning these issues.

“Learning to do, Doing to learn, Earning to Live, Living to Serve” is the FFA motto. Some people do not know what the letters FFA stand for. They also do not know the history that is behind the national organization.

ITV has become a successful organisation by following 3 approaches, inclusiveness, community and environment leading them to become one of the biggest broadcasters.

Diversity and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.

I immersed myself into Northwestern’s current state of diversity. I interviewed various employees and received valuable feedback regarding diversity in the organization’s culture. Additionally, I gained greater insight from a human resource representative. This person has acknowledged the organization has failed to implement a successful plan in the past. During my experience, I gathered three (3) key influencers that make diversity work: 1. train and hold managers accountable with the expectation that prevention and adherence to the policy is their responsibility. 2. implement and integrate a zero tolerance policy. 3. Requiring mandatory diversity training for all employees. The bottom line, be proactive in creating and implementing diversity initiatives and policies. It will have a great return on Northwestern’s investment. With this being said, the immersion experience changed my perspectives for the better. Initially, my personal views of the organization were multifaceted. I fought hard to instill a more diverse workplace within the organizational culture. Northwestern Medicine is the second largest healthcare corporation in the Chicagoland area with no minorities in executive leadership; I find this disturbing. In the final analysis, my thoughts regarding this organization has changed some but not significantly. However, after much scrutiny and employee persistence, CultureVision diversity initiatives will be reestablished. I learned how to incorporate my objectives for affective and personal development. In essence, diversity surrounds us every day. We as individuals, can make small changes in our behaviors to fully realize the advantages of diversity, so whether at work or in the community we can better learn from and innovate to make the world a better

To increase diversity, employers are permitted to consider race or gender as a factor in selecting employees. Race differences in the workplace force diversification. I personally think that it is necessary. I would never think to hire or not hire someone, because of skin color or race differences. Hiring or not hiring someone, because they have a different skin color is just as wrong. However, because discrimination has occurred, history has created the need for laws to protect working class citizens. Breaking into classifications by race or gender is now common in the U.S. In making employment decisions, I do think that there are ethical factors that create exceptions to the rule. In particular, gender considerations playing an active

Lehigh University is a fascinating school. Originally I just wanted to attend the Senior Open House event because I am interested in applying. Then I received an email notifying me about the diversity program. It sounded like an even greater opportunity to learn about the school. This program included the open house, staying overnight and spending the next day at Lehigh. That amount of time at a school can show you so much more than a couple hours can. This program drew me in as I continued to read the information about it. It seemed as if a better opportunity could not come along and I needed to apply. The diversity program will give me a chance to really meet the students. No school is made up of the same types of people. Meeting these college students and hearing their opinions about Lehigh will have an effect on my point

This survey would help Love managment to see areas that need work so that an action plan could be created but it would also help them measure over the span of a year or two what areas of diversity inclusion have worked and made a difference in the quality of the work place. I would also have a similar survey for clients to gauge their feeling with Love’s services. I would invite employees to participate in an interview in which they each had the chance to discuss how the diversity initiatives have affected them and the workplace. Finally, I would have a meeting each year that is open to the public with an open dialogue that would discuss diversity and how it has helped Love, what needs improving and ways to improve. In this final meeting we would invite volunteers, clients, community members, donors, 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).

With the changing demographics of the U.S. workforce (Ng & Burke, 2005) and the need for organizations to continually innovate their products and services to remain competitive, embracing diversity and the benefits its brings is going to be key to driving a successful organization

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.