Diversity Audit Proposal: The Diversity Audit Will Be Conduc

Diversity Audit Proposal The diversity audit will be conducted in 2 parts

The diversity audit will be conducted in two parts: Part 1 is the proposal due in Module 2, and the final project paper is due in Module 5. Students will select either to perform a diversity audit on an organization with which they are associated (with organizational approval) or to conduct a research audit on a top company identified by DiversityInc. The proposal must include the organization to be audited or researched, the criteria for measuring diversity, ten questions to guide the audit or research, and a preliminary literature review relevant to the company’s diversity performance. If auditing an associated organization, obtain permission from a leadership figure, interview multiple organization representatives if possible, and review company documents such as newsletters and value statements. If researching a top DiversityInc company, develop criteria, formulate questions, and review secondary sources and literature to understand their diversity initiatives. The literature review should include at least six sources, with four scholarly articles, each briefly summarized. In Module 5, students will conduct the audit, including visiting the organization, interviewing staff, observing practices, and gathering organizational materials. The findings should compare the organization’s actual efforts against the established criteria, noting evidence of genuine diversity initiatives and addressing subtle cues of representation and inclusion. The final report should be 7–10 pages, double-spaced, in 12-point font, with proper citations, bibliography, and supporting exhibits. It must include an overview of the organization’s background, the criteria used, an evaluation of diversity efforts, and recommendations for improvement. Submission should be in .RTF or Word format, named with the student’s last name and assignment number, e.g., SPECTOR_M2A2. The report should be free of spelling and grammatical errors and include all relevant documentation.

Paper For Above instruction

The purpose of this project is to develop a comprehensive understanding of organizational diversity through a systematic audit process, which involves both qualitative and quantitative assessments of a company's diversity initiatives. The process begins with a detailed proposal outlining the scope, methodology, and preliminary research, followed by an extensive final report that evaluates the organization’s efforts and provides actionable recommendations.

Choosing the organization is critical for this audit. Students can opt to investigate an organization they are currently affiliated with or have been in the past, provided they obtain explicit permission from organizational leadership. Alternatively, students may select a top-performing company recognized by DiversityInc for its exemplary diversity practices. Regardless of choice, clear criteria for assessing diversity are essential. Such criteria could include representation metrics across different levels, inclusivity of organizational policies, employee engagement in diversity initiatives, leadership commitment, and communication transparency.

The initial phase involves a thorough literature review to gather existing scholarly and professional insights into the organization’s diversity performance. At least six credible sources, with at least four from scholarly journals, should be included. These sources should be summarized briefly, highlighting their relevance in informing the audit criteria and questions. This literature forms the foundation for developing meaningful questions that will guide the audit, aiming to uncover the authenticity of diversity efforts and identify areas for improvement.

In conducting the audit, students must undertake visits to the organization, conduct interviews with a diverse range of staff—including managers, HR personnel, and frontline employees—and observe organizational practices firsthand. Collecting organizational artifacts such as newsletters, mission statements, and policy documents enriches the audit. The interviews should probe various levels within the organization to understand perceptions and realities of diversity efforts. Subtle cues—such as the placement of diversity posters, the inclusivity of employee routines, or the visibility of diversity initiatives—should be scrutinized to assess genuine commitment.

The final report synthesizes these findings in a structured manner. It assesses whether the organization’s practices align with the established criteria, noting any discrepancies between stated values and actual practices. The report should highlight strengths, such as diverse hiring initiatives or inclusive leadership, as well as weaknesses, such as tokenism or lack of representation in decision-making. Recommendations for further improvement should be grounded in the evidence collected and supported by relevant literature. This comprehensive analysis aims to contribute to understanding how organizations can effectively implement and sustain diversity initiatives.

Overall, this project emphasizes critical analysis, empirical observation, and scholarly integration. Ensuring clarity, coherence, and proper citation enhances the credibility of the final submission. By completing this diversity audit, students gain deeper insights into the challenges and opportunities inherent in fostering inclusive workplaces, preparing them for future roles as diversity advocates and organizational leaders.

References

• Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporate diversity training. American Sociological Review, 71(4), 589–617.
• Mor Barak, M. E. (2015). Managing Diversity: Toward a Globally Inclusive Workplace. Sage Publications.
• Williams, M., & O'Reilly, C. A. (1998). Demography and Diversity in Organizations: A Review of 40 Years of Research. Research in Organizational Behavior, 20, 77-140.
• Roberson, Q. M. (2006). Disentangling the Meanings of Diversity and Inclusion in Organizations. Group & Organization Management, 31(2), 212–236.
• Sabharwal, M. (2014). Diversity Initiative and Organizational Performance: A Review and Research Agenda. Public Administration Review, 74(3), 313–324.
• Richard, O. C. (2000). Racial Diversity and Organizational Performance: A Review of Evidence and Implications for Management. Journal of Management, 26(3), 501-520.
• Kirton, G., & Greene, A. M. (2016). Collaborative Working in Diverse Groups. Routledge.
• Ng, E. S., & Tung, R. (2014). Diversity and Inclusion in Global Workplaces. Academy of Management Perspectives, 28(4), 438-455.
• Thomas, D. A., & Ely, R. J. (1996). Making Differences Matter: A New Paradigm for Managing Diversity. Harvard Business Review, 74(5), 79-90.
• Jayne, M. E., & Dipboye, R. L. (2004). Leveraging Diversity and Inhibiting Discrimination: A Critical Review and Deep Reflection. Human Resource Management Review, 14(2), 124–135.