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Applied paper on inclusion and diversity
Equality diversity and inclusion explained
Applied paper on inclusion and diversity
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Why Diversity is a Profitable Initiative:
When aligned with Organizational Objectives, diversity can be a powerful contributor to the organizations competitive advantage.” (Best practices page 9)
A diverse and inclusive organizational culture makes strong business sense. Highly cohesive diverse teams can make more creative decisions that enable a company to reach out to a broader customer base. By creating an inclusive culture where employees respect one another’s unique differences, an organization is broadening its opportunity to serve their clients more effectively. When consumers feel that they are represented and valued by an organization, they become attracted to it and are more likely to be loyal to that corporation. This increases the organizations bottom line and provides a positive presence within their community. (Page 147 Leveraging Diversity) An inclusive and supportive organization culture will have positive financial results. Money saved from reducing costs and improving return on investment of human resources can be significant. In addition to reduced turnover, satisfied employees are more committed to staying with an organization. Their satisfaction translates into productivity in interacting with customers and providing a positive client experience. (Conference board pg. 8)
Customer satisfaction can in fact translate into a major revenue source. Word of mouth, referrals and support/maintenance purchases add up to a significant amount of after sale dollars. General Motors once determined that a $50,000 Cadillac purchase could easily result in $500, 0000 based on satisfied customers. (Conference Board pg. 8)
In a 2006 census showed that Canada was one of the most ethnically diverse counties on the planet. The da...
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...ly accessible to all staff members. Furthermore, a commitment needs to be made that all allegations or suggestions will be reviewed and actioned.
The diversity message and its tools must be properly presented to front line associates. A memo or mission statement on a corporate website, or a mandatory ‘Click and learn’ course regarding the companies diversity policy is simply just not enough. There must be an ongoing dialogue, education and encouragement for all employees to grow and thrive. Difference must be celebrated and recognized.
A diversity initiative needs to be embedded in a company’s Corporate Social Responsibility to enable it to live through leadership changes and associate attrition. Only once inclusiveness becomes a shared value within the organization, does the diversity initiative become a corporate culture and not just simply a lifeless statement.
Dental professionals have a commitment to respect diversity and create equity of access to dental care for everyone (GDC, 2014). Diversity describes any dimension that can be used to differentiate an individual from others. It requires understanding that each individual is unique and accepting and respecting these individual differences (QCC,2013). These differences could be along the dimensions of race, ethnicity, religion, disability, sexual orientation, gender, age, socio-economic status or other ideologies (QCC, 2013). Understanding the impact that these differences may pose is vital in dealing professionally with people from diverse backgrounds and delivering equal treatment for all. Equality refers to identical treatment in dealings quantitates and values (Braveman, and Gruskin, 2003). Thus, creating equality for all might not mean that there are no disparities between different groups. Equity on the other hand refers to fairness and the equality of outcomes and involves recognizing aspects of a system that may disadvantage a certain group and correcting them (Braveman, and Gruskin, 2003). Therefore, in order to overcome potential pitfalls that may create inequity to access, there is a need to explore the different factors encountered in our diverse society that may create these issues. As an example, patients from different ethnic backgrounds may be faced with barriers accounting for the less frequent use of dental care (CQC. 2010). This group will be used as an example and some of the issues behind this inequity of access will be looked at further.
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
Pollar, Odette & Gonzalez, Rafael. (2011). Dynamics of diversity: strategic programs for your organization. Boston, MA: Crisp Pub Inc.
In this changing world, one that is seeing companies taking advantage of the global economy, words such as diversity and inclusion need to be treated as more than just buzz-words. The principals that embrace diversity and allow for inclusion are critical if an organization is going to succeed in the business world of today and of tomorrow.
In the future diversity in the workplace may be required for companies that want to be competitive, because diverse ideas help create new solutions to help overcome obstacles. To take advantage of the synergy that diversity brings to the workplace, companies must develop long term goals and strategies. A long term strategy acknowledges differences and embraces them to encourage free thinking among employees. By incorporating diversity as an asset, companies can better prepare themselves to face the future. As their customers become more diverse, so should their workforce.
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
Consultants and the managers as well as business leaders believe that effectively managing and handling the diversity is the competitive advantage. This advantage stems from the process in which diversity management affects the organizational
The importance of diversity in the workplace that it can aid in a competitive framework
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.