Description
- Write a five-to-six page executive summary of an organization's diversity program. Appraise how well the diversity program reflects the organization's values, analyze the diversity guidelines and initiatives and their impact on success metrics, and consider a method to measure the effectiveness of the diversity plan.For this assessment, you will write a five-to-six-page executive summary of an organization's diversity program. You will appraise how well the diversity program reflects the organization's values, analyze the diversity guidelines and initiatives and their impact on success metrics, and consider a method to measure the effectiveness of the diversity plan.
Overview and Deliverable
Write an executive summary of the diversity program for an organization with which you are familiar, or you wish to study. Be sure to use a fictitious name for the organization you choose. Do not provide identifying information regarding the organization or its employees.For this assessment, you will write a five–six page executive summary of an organization’s diversity program. First, appraise how well the diversity program reflects the organization’s values. Then analyze the diversity guidelines given with the current (in the last four years) research and recommendations from both SIOP and SHRM. For this section, you will research and compare current best practices with the organization’s initiatives. In the next section, you will provide a robust discussion of the metrics that are currently used and what you would recommend to measure the effectiveness of the diversity plan. Use the organization's values statement and/or other indicators of its values to prepare a five-page executive summary for managers.Requirements
Include the following in your executive summary:- Appraise how well the organization's diversity program reflects its stated values. What areas need to be reconsidered? Support your assertions.
- Analyze whether or not the company's diversity guidelines reflect modern-day practices. Provide specific examples.
- Analyze how the organization's diversity initiatives or policies positively or negatively impact organizational success metrics such as retention, new products, new markets, job satisfaction, and commitment, among others. How would you measure this impact?
- Examine a method that you would use to measure the effectiveness of the organization's diversity plan, either now or in the future.
Additional Requirements
- Written Communication: Written communication should be free of errors that detract from the overall message.
- APA Formatting: Resources and in-text citations should be formatted according to current APA style and formatting.
- Length: 5–6 pages in content length. Include a separate title page and a separate references page.
- Font and Font Size: Times New Roman, 12-point, double-spaced.
- Number of Resources: 8–10 peer-reviewed resources.
- Talent Management
- Casper, W. J., Wayne, J. H., & Manegold, J. G. (2013). Who will we recruit? Targeting deep– and surface-level diversity with human resource policy advertising. Human Resource Management, 52(3), 311–332.
- Society for Industrial and Organizational Psychology (SIOP). (2014). Talent management. Retrieved from http:// www.siop.org/business/succession.aspx
HR Management Considerations
- Dordevic, B. (2016). Impact of national culture on international human resource management. Economic Themes, 54(2), 281–300.
- Patel, P. C., & Cardon, M. S. (2010). Adopting HRM practices and their effectiveness in small firms facing product-market competition. Human Resource Management, 49(2), 265–290.
Diversity and Inclusion Considerations
- Ferdman, B. M. (2013). Toward enhancing industrial and organizational psychology's contributions to diversity and inclusion practice. Industrial & Organizational Psychology, 6(3), 237–242.
- Hoever, I. J., van Knippenberg, D., van Ginkel, W. P., & Barkema, H. G. (2012). Fostering team creativity: Perspective taking as key to unlocking diversity's potential. Journal of Applied Psychology, 97(5), 982–996.
- Nga, E. W., & Sears, G. J. (2010). The effect of adverse impact in selection practices on organizational diversity: A field study. International Journal of Human Resource Management, 21(9), 1454–1471.
Ethical Values
- O'Donohue, W., & Nelson, L. (2009). The role of ethical values in an expanded psychological contract. Journal of Business Ethics, 90(2), 251–263
Explanation & Answer
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Running Head: ANALYSIS OF DIVERSITY PROGRAM
Analysis of Diversity Program
Student’s Name
Institutional Affiliations
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ANALYSIS OF DIVERSITY PROGRAM
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Analysis of Diversity Program
Diversity and Core Values
Every organization inculcates strategies, policies, and measures, which it deems essential
for its success. One such firm is XYZ, which is a large multinational organization with
operations in over 50 countries across the world. The company has an effective diversity
program that is consistent with its values of inclusivity, diversity, passion, improvement and
leadership. The company has a holistic approach on improving the diversity through different
policies and initiatives. All these initiatives are structured in line with the core values of the
company. The company’s policy of having maternity leave of 16 weeks is important in matching
its value of inclusivity and passion. Indeed, giving families the much needed time ensures that
they feel part of the organization and loved by the organization. The policy allows new mothers
the time to stay with their families for long, thus providing them with enough rest and the social
support they need to raise newborns. The company also provides a paternity leave of 8 weeks
thus allowing families to enjoy their social life adequately. Such strategies are essential in
attracting new clients, retaining existing ones, leading to the massive growth of the company
across the globe.
The company further initiates programs to enhance the gender diversity of the workplace
by encouraging more women to apply for specific positions. Indeed, the company is always on
the lookout for gender imbalances within different departments. The company adopts initiatives
where women applicants are given priority and especially in the top management where women
are underrepresented. This initiative is well in line with the company’s core value of ...
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