Compare Company's Diversity Plan To The 10 Common Components ✓ Solved

Compare company’s diversity plan to the 10 common components of a diversity plan

In this assignment, you will go back to the readings in “Effective Diversity Planning” and choose one of the companies listed under the heading: “What should diversity plans include?” You will compare that company’s diversity plan to the 10 common components of a diversity plan. In a 2 page paper, give a general overview of the plan you chose for this assignment. Consider each of the 10 components and describe how the company has included this component. Be specific in your findings. If you do not see evidence of a component, consider how you believe the company might include the component. In addition, provide ideas you have about how this plan can be improved in order to increase its effectiveness.

Sample Paper For Above instruction

In examining the diversity plan of [Company Name], it is evident that the organization has made significant efforts to incorporate several of the ten common components essential for a comprehensive diversity plan. These components include leadership commitment, diversity training, fair employment practices, inclusive policies, and accountability measures. This paper provides an overview of how these components are reflected within the company's diversity strategies, alongside suggestions for potential improvements to enhance the plan’s overall effectiveness.

Leadership Commitment: [Company Name] demonstrates strong leadership commitment through explicit statements in their corporate mission and strategic plans emphasizing diversity and inclusion. The executive team participates in diversity initiatives and publicly advocates for a culture that values diverse perspectives. However, there is room for improvement by establishing a formal diversity council with high-level executives to guide and monitor diversity efforts more systematically.

Diversity Training: The organization provides mandatory diversity and inclusion training sessions to all employees. These sessions focus on cultural awareness, unconscious bias, and respectful communication. Nevertheless, the training could be enhanced by incorporating ongoing development programs and measuring training effectiveness through feedback and behavioral outcomes.

Fair Employment Practices: The company has implemented fair hiring practices, including structured interviews and diverse hiring panels. They also monitor recruitment data to ensure equitable representation across gender, ethnicity, and other demographics. To strengthen this component, the company might consider implementing targeted outreach programs in underrepresented communities and providing mentorship opportunities for diverse candidates.

Inclusive Policies: Policies addressing harassment, discrimination, and accommodation are clearly articulated and publicly accessible. The organization regularly reviews these policies to ensure they comply with legal standards and industry best practices. An improvement would be to embed these policies into onboarding and performance review processes actively.

Accountability Measures: [Company Name] tracks diversity metrics and links leadership performance evaluations to diversity goals. However, transparency regarding progress and challenges could be increased through regular public reports or dashboards that provide updates on diversity initiatives' outcomes.

Other Components: Components such as employee resource groups (ERGs), supplier diversity programs, and community engagement initiatives are part of the company's diversity strategy. These efforts portray a comprehensive approach, but further integration of ERGs into decision-making processes could foster more inclusive cultures. Additionally, expanding supplier diversity programs to include more small and minority-owned businesses would support broader inclusion.

In conclusion, [Company Name]'s diversity plan incorporates many of the essential components, indicating a genuine commitment to fostering diversity and inclusion. Nonetheless, targeted improvements—such as systematic leadership oversight, ongoing training, increased transparency, and broader stakeholder engagement—could substantially enhance the plan's impact and sustainability.

References

• Cox, T. (2001). Creating the Multicultural Organization: A Strategy for Capturing the Power of Diversity. Jossey-Bass.
• Dobbin, F., & Kalev, A. (2018). Why Diversity Programs Fail. Harvard Business Review, 96(7), 52-60.
• Groening, S., Kanisch, S., & Lechner, C. (2018). Diversity Management and Organizational Performance: A Configurational Approach. Journal of Business Ethics, 150(4), 1189-1203.
• Herring, C. (2009). Does Diversity Pay?: Race, Gender, and the Business Case for Diversity. American Sociological Review, 74(2), 208-224.
• Roberson, Q. M. (2006). Disentangling the Uses of Diversity Knowledge: An Examination of Diversity Management Approaches and Outcomes. Group & Organization Management, 31(5), 602-626.
• Shore, L. M., Randel, A. E., Chung, B. G., et al. (2011). Inclusion and Diversity in Work Groups: A Review and Model for Future Research. Journal of Management, 37(4), 1262-1289.
• Singh, P., & Vohra, N. (2009). Diversity Management and Organizational Performance: Assessing the Impact of Diversity Climate. Journal of Business Ethics, 88(2), 265-282.
• Thomas, D. A., & Ely, R. J. (1996). Making Differences Matter: A New Paradigm for Managing Diversity. Harvard Business Review, 74(5), 79-90.
• Williams, M. J., & O'Reilly, C. A. (1998). Demography and Diversity in Organizations: A Review of Perspectives and Strategies. Research in Organizational Behavior, 20, 77-113.
• Williams, K. Y., & O'Reilly, C. A. (1998). Demography and Diversity in Organizations: A Review of Perspectives and Strategies. Research in Organizational Behavior, 20, 77-113.