Develope a comprehensive strategic D&I program for an organization
of your choice. Make sure you can gather a great deal of information
from your selected organization. The aim of this plan is to increase
diversity awareness and to practice it across the organization.
This assignment will be written in the form of a report and shared with executive leadership.
The elements of this report should include:
A brief overview of the organization, its mission, vision, and values.
A brief discussion on why D&I is important for this organization.
A discussion of the diversity dimensions and their characteristics for this organization.
A discussion of the benefits, costs, and ROI for implementing a D&I initiative for this organization.
A step-by-step plan on how D&I will be implemented. In this
plan, be sure to use diversity councils and ERG groups. Also, discuss
how data will be collected and how the success of the D&I initiative
will be measured.
A discussion of the training that will be needed for senior leaders to execute D&I initiatives.
A discussion about the policies that will drive your D&I efforts, and how they will be reevaluated over time.
Support your assignment with at least seven scholarly or professional
resources. In addition to these specified resources, other appropriate
scholarly resources, including seminal articles, may be included.
Length: 12-15 pages, not including title and reference pages
Your assignment should demonstrate thoughtful consideration of the
ideas and concepts presented in the course by providing new thoughts and
insights relating directly to this topic. Your response should
reflect scholarly writing and current APA standards
INFO:
Policies and Procedures to Advance D&I Initiatives
Human Resources also plays a pivotal role to ensure that each policy
and procedure that is developed and implemented apply equitably and
fairly across all dimensions of diversity (i.e., race, gender, culture,
religion, ethnicity), and across all functions (i.e., finance,
manufacturing, IT) and all locations, which may have highly diverse
cultures within those locations.
Furthermore, policies may include suppliers and other collaborating
individuals and organizations, in which the implications for these
relationships must be considered. One thing to note is that
implementation is not always identical across all locations, functions,
or dimensions. Therefore, there should be flexibility in the design of
policy to accommodate the unique local needs of each situation
(Buengeler, Leroy, & Stobbelier).
To add, the implementation of policy can be somewhat challenging and complex. For example:
Remaining aware that the cultural assumptions of an organization may not be universally shared by other cultures.
Translating diversity objectives and policies into applicable local languages.
Ensuring that the diversity policy is not founded on unvalidated cultural assumptions made by an organization.
Recognizing that a “one size fits all” approach concerning diversity
policy will not work across all countries. This is due to the
uniqueness of each country in its local laws, customs, culture, and
traditions.
Recognizing that an organization’s diversity policy will need to be
continually reevaluated and updated to meet the diverse needs of that
organization at any given time.
In summary, when implementing D&I policies for a diverse
organization, it is important to ensure that the details of the
implementation are thoroughly considered and followed up on.
References:
Buengeler, C., Leroy, H., & De Stobbeleir, K. (2018). How leaders
shape the impact of HR’s diversity practices on employee inclusion. Human Resource Management Review, 28, 289–303.
References:
Buengeler,
C., Leroy, H., & De Stobbeleir, K. (2018). How leaders shape the
impact of HR’s diversity practices on employee inclusion. Human…
Luu,
T. T., Rowley, C., & Vo, T. T. (2019). Addressing employee
diversity to foster their work engagement. Journal of Business Research,
95, 303–315.
Holmes, T. A. (2016). How to connect diversity to performance. Performance Improvement, 55(6), 32–38.
Shore,
L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive
workplaces: A review and model. Human Resource Management Review, 28,
176–189.
Stanley,
C. A., Watson, K. L., Reyes, J. M., & Varela, K. S. (2018).
Organizational change and the chief diversity officer: A case study…
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