Conduct A Diversity Needs Assessment For Your Organization ✓ Solved

Conduct a Diversity Needs Assessment for your organization

Evaluate the strengths and weaknesses and your organization’s efforts in dealing with diversity issues and challenges. Develop a rubric with criteria for the evaluation. Conclude with recommendations for improvement. Proper APA style is required. Minimum length: 8-10 pages with at least 5 references in addition to your texts.

Paper For Above Instructions

The concept of diversity is increasingly recognized as an essential element in the workplace. For a corporation like Walgreens, which serves diverse communities across the United States, effectively managing diversity is crucial not only for internal equity but also for business sustainability. This paper conducts a Diversity Needs Assessment (DNA) for Walgreens, evaluating the strengths and weaknesses of the organization’s diversity initiatives, developing evaluation criteria, and providing strategic recommendations for improvement.

Diversity Needs Assessment for Walgreens

Walgreens is one of the largest pharmacy chains in the United States, providing essential health and wellness services. Its workforce reflects a broad spectrum of backgrounds, perspectives, and experiences. In evaluating Walgreens’ efforts in addressing diversity, it is important to assess its strengths, weaknesses, initiatives, and overall impact on the organization.

Strengths in Diversity Initiatives

One of the strengths of Walgreens’ diversity strategy is its commitment to inclusivity. The company has implemented numerous programs designed to recruit and retain employees from various ethnic, racial, and cultural backgrounds. According to its annual diversity report, Walgreens actively seeks to increase the number of minority employees in leadership roles through mentorship programs and partnerships with diverse organizations (Walgreens Diversity Report, 2023).

Another strength lies in Walgreens' community engagement efforts. The organization is known for its participation in various community outreach initiatives that aim to support underrepresented groups in healthcare. This not only enhances its public image but also strengthens its market position by fostering brand loyalty within diverse communities. Programs such as "Walgreens Wellness Tour" provide free health services and screenings to underserved populations, underlining the company’s commitment to corporate social responsibility (Walgreens, 2023).

Weaknesses in Diversity Initiatives

Despite these strengths, Walgreens faces several challenges in its diversity efforts. One significant weakness is the need for greater transparency in its diversity reporting. Stakeholders, including employees and consumers, seek more detailed information regarding diversity metrics, outcomes of inclusion initiatives, and the effectiveness of training programs. Currently, there is a perception that the company lacks accountability in setting and meeting diversity goals.

Moreover, some employee surveys indicate that while diverse hiring practices have improved, employees from minority backgrounds still experience feelings of isolation or discrimination within the workplace. This suggests that the culture of inclusion is not entirely realized, and more efforts are required to foster belonging among diverse employees (Smith & Johnson, 2023).

Criteria for Evaluation Rubric

To assess the diversity initiatives at Walgreens effectively, it is essential to develop a rubric with specific criteria. The following evaluation criteria can be used:

  • Recruitment and Retention: Evaluate the effectiveness of the recruitment strategies aimed at attracting diverse talent. Analyze retention rates among diverse groups and compare them with organizational averages.
  • Training and Development: Assess the comprehensiveness and impact of diversity training programs. Determine whether these programs effectively prepare employees to work in a diverse environment.
  • Employee Engagement: Measure the level of engagement among employees from various backgrounds. Use surveys and feedback mechanisms to gauge their experiences and perceptions of inclusivity.
  • Community Engagement: Evaluate the extent and impact of the company’s involvement in community diversity initiatives.
  • Accountability and Transparency: Assess the organization’s practices in reporting diversity metrics, setting goals, and monitoring progress.

Recommendations for Improvement

To enhance Walgreens’ diversity initiatives, the following recommendations are proposed:

  • Enhance Transparency: Walgreens should publish detailed annual reports that track progress on diversity goals, employee demographics, and the outcomes of diversity programs. Transparency will foster trust among employees and stakeholders.
  • Improve Inclusion Training: Regularly update diversity training programs to include topics on microaggressions, unconscious bias, and cultural competency. It is crucial for training to be ongoing rather than a one-time event to ensure that employees retain knowledge and skills.
  • Mentorship Programs: Expand mentorship and sponsorship programs for underrepresented employees, assisting them in professional development and career progression. Establishing mentorship networks can help foster a sense of belonging and improve retention.
  • Employee Resource Groups (ERGs): Encourage the formation of ERGs providing a platform for diverse employees to connect, share experiences, and advocate for their communities. Corporate support for these groups can enhance their effectiveness.
  • Collect Feedback: Foster a culture of open dialogue by regularly collecting feedback from employees about their experiences with diversity and inclusion. Qualitative feedback will provide insights into challenges and opportunities for further improvements.

Conclusion

In conclusion, Walgreens has made considerable progress in its diversity initiatives, yet there remain significant areas for improvement. By focusing on accountability, transparency, and the enhancement of its training and engagement efforts, Walgreens can cultivate a work environment where all employees feel valued and included. The recommended strategies aim not only to enhance diversity within the workforce but also to improve the overall organizational culture, ultimately benefiting both employees and the communities they serve.

References

  • Smith, J., & Johnson, R. (2023). Employee Perceptions of Inclusivity in Large Corporations. Journal of Workplace Diversity, 15(2), 145-162.
  • Walgreens. (2023). Walgreens Diversity Report 2023. Retrieved from https://www.walgreens.com.
  • Walgreens. (2023). Walgreens Wellness Tour. Retrieved from https://www.walgreens.com.
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  • Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management, 31(2), 212-236.
  • Mor Barak, M. E. (2017). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
  • Shen, J., Chanda, A., D’Netto, B., & Tang, G. (2009). The importance of diverse workforce for organizational competitiveness: A study of Australian organizations. Asian Pacific Journal of Human Resources, 47(2), 224-243.
  • Ng, E. S. W., & Burke, R. J. (2005). Cultural diversity in the workplace: The role of identity and inclusion in influencing workplace relationships. International Journal of Human Resource Management, 16(9), 1507-1525.
  • Chung, C. & van der Meer, M. (2019). The importance of diversity and inclusion for business success. Business Management Research, 7(1), 14-20.
  • Pitts, D. W. (2009). Diversity, representation, and performance: Evidence about race and ethnic diversity in the public sector. Public Administration Review, 69(3), 424-436.

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