Read the article below, Diversity Best Practices Built to Last. Imagine that you
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Question
Read the article below, Diversity Best Practices Built to Last. Imagine that you’re chairing a committee to plan an event for your place of work to help bring more awareness of diversity. (If you’re not currently employed, plan an event for your family.)
3. After the event, how will you determine if your place of work (or family) is more aware of diversity?
NEW ORLEANS—Diversity and inclusion initiatives are being re-examined, reprioritized, downsized and sometimes dismantled during the current turbulent economy, but diversity and inclusion are more important now than ever, according to Shirley Davis, Ph.D., SHRM’s director of diversity and inclusion initiatives.
Not only are such initiatives the right thing to do from a values viewpoint, it’s also the smart thing to do from a business-case standpoint and will improve the bottom line, she said during a June 29, 2009 SHRM Annual Conference concurrent session “Built to Last: Best Practices in Building a Strategic Diversity Management Plan.”
To be sustainable during a turbulent economy, initiatives must be relevant, fully integrated into the business strategy and able to demonstrate measurable results, she told HR professionals. Do not limit diversity actions to hiring. And commit to being actively inclusive—offering stretch assignments, for example, to get a diverse mix of employees in the company’s leadership pipeline, Davis noted.
Building a diversity strategy that lasts beyond those who implemented it requires finding people in the organization who can help champion the initiatives, including those who report directly to the CEO.
Find advocates “so it can continue” beyond your tenure or a company reorganization. Build an advisory council and include one or two “resisters”; their contribution can help strengthen the strategy and win over others who are resistant.
“We are the architects and designers, but we don’t stay and live in the house,” she said. She emphasized the importance of making the strategy a visible part of an organization, including writing and publishing its definition of diversity—and putting it on its web site.
She pointed to best-practices company Cummins Inc., an Indiana-based manufacturer, which has a powerful definition based on two fundamentals.
“The first is creating a workplace that reflects the diversity of the general population from which we draw our people and to whom we sell our products,” according to Cummins’ definition. “The second is creating an environment that celebrates people’s differences, and in doing so, inspires innovative ideas and solutions.”
It’s also imperative for HR professionals to know the organization’s top three business objectives so that they can link those objectives with HR’s efforts toward diversity and inclusion. Limit those initiatives to three to five items and make sure they not only are measurable, but measure what the CEO cares about, Davis cautioned.
CEO and C-suite engagement is critical, she said, for a diversity effort to have impact and success. That commitment includes:
Also, senior leaders must demonstrate their commitment to diversity by attending workplace diversity activities and events, sponsoring or advocating for employee network groups, dedicating resources to diversity and inclusion, and establishing annual priorities for action.
SHRM members can access, for free, a new downloadable report, Global Diversity and Inclusion: Perceptions, Practices and Attitudes. The findings are based on a 2008 study SHRM commissioned that researched the diversity readiness of 47 countries.
Explanation / Answer
Maintaining cultural diversity of your organisation is a very essential part in creating an efficient as well as good working environment.
For increasing the overall cultural diversity of your workplace you can introduce these factors to your organisation.
Commitment to boost the internal competency of diversity.
By boosting the internal competency in diversity of company can readily increase its overall cultural diversity. By educating the company's department in training them to be a participant in increasing the cultural diversity of the company is essential part in developing a progressive cultural diversity platform. By providing a better platform for communication between cross-cultural employees and looking your organisation through different socio cultural aspects is also very beneficial practice and boosting the diversity of the organisation.
Keep looking for new ideas and innovations
By keeping an eye on new ideas, we can easily implement new strategies as well as new key factors to introduce the better type of diversity in our organisation. Getting new ideas to business approaches or creating the inter departmental relationship, maintaining I need of new ideas will always help you in creating a better culturally as well as socially diverse workplace. A workplace where different perspective for the same thing are valued and rewarded is very necessary for growing the overall diversity.
Giving right treatment
By providing correct treatment to your employees as well as your customers you can easily maintain strong bond between them, no matter what cultural background are they from. By maintaining relationships you can easily increase the level of diversity in your workplace. Treating others how they want to be treated is the key factor of increasing the diversity as well as the intercultural relationships inside the workplace which would result in enhanced diversity of the workplace.
Celebrating the traditional celebrations and holidays from agriculture
Different holidays and traditions from different cultures inside your workplace would send out a message of positivity. This specific message will increase the level of relationship between two different cultures. Buy wishing your employees regarding their specific holidays or just emailing them on their holidays spread out a positive message and create a better born between the workplace and the employees which helps in increasing the overall diversity of the organisation.
Your contribution is most important.
Your contribution in enhancing the overall cultural diversity of your organisation is most important. By taking part in the smallest fraction of positivity towards the diversity in our place would result in a huge improvement of diversity in an organisation. By implementing little ideas and focus on introducing new techniques as well as new innovative ideas to improve the overall diversity of your organisation is the key thing to achieve most out of it. The best way to promote diversity in your workplace is to embrace the working conditions and the employees of the workplace no matter what your cultural background they have.
By using these practices you can easily enhance the overall diversity of your organisation and can provide a better working environment for your employees.
By improving the overall cultural diversity of your organisation you can easily improve the efficiency as well as productivity of your organisation by implementing cultural diversity into your organisation.
By introducing diversity to your organisation you can easily introduce and increase the level of involvement of the employees into your organisations work. You can easily attract the stockholders as the organisational efficiency is directly attractive to the investment. By increasing the overall diversity of the organisation you can also implement multicultural programs which will attract the stockholders from different cultures as well as the employees are also work hard to repay there a specific investors.
Increase profits would definitely be increasing the company's overall position in the market. Limitation of the cultural diversity in your organisation that specific period On position in the market would improve the overall reliability of your stocks to the stockholders as well as the employees. By getting more and more stockholders by introducing the cultural diversity in your organisation you can easily increase the overall stock price of the firm and that would indirectly benefit the firm in growing towards are successful firm.
After the successful application of the cultural diversity program into your organisation on family one can follow these steps to measure the overall level of diversity implemented into the workplace.
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