PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization
Phillip April 24, 2024 No Comments

PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization

PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization

Name

Capella university

PSY FPX 8740 Industrial/Organizational Psychology Practices in Human Resource Management

Prof. Name

Date

Executive Summary of a Diversity Program Evaluation for an Organization

Assessment of Alignment with Organizational Values

The hospitality organization places a strong emphasis on the well-being of its stakeholders and embraces the diversity of individuals from various backgrounds, consistent with its core values and strategic objectives (Woldemariam, 2018). The diversity program encompasses three key pillars: fostering positive self-esteem, fulfilling societal roles, and cultivating an inclusive workplace environment. Emphasizing people-centric decision-making and preserving cultural heritage, the program is structured around corporate diversity, global engagement, partnerships, and empowerment initiatives for individuals with disabilities.

Inclusive Practices Across Customer, Workforce, and Ownership

The organization prioritizes inclusivity in customer experiences and workforce diversity, viewing differences as a strategic asset (Jones, 2021). Multicultural tools aid in fostering awareness and understanding among employees regarding diverse values and cultures. Collaborations with external partners aim to provide opportunities for marginalized groups, including individuals with disabilities and veterans, while encouraging multigenerational workforce participation and promoting diverse ownership in the hospitality sector (Gupta, 2019).

Global Supplier Diversity and Community Impact

The company’s commitment to supplier diversity extends globally, fostering empowerment through partnerships with minority-owned businesses (Ruel & Tanja, 2020). Through seminars and forums, the organization actively promotes global supplier diversity across continents, engaging in initiatives that positively impact local communities. Examples include youth empowerment programs in America and women’s advancement initiatives in Africa (Ainscow, 2020).

Analysis of Modern-Day Relevance

The diversity program reflects contemporary practices by promoting racial, cultural, age, and gender diversity (Frajilich, 2020). Initiatives supporting women’s empowerment and LGBTQ+ inclusion demonstrate the organization’s commitment to addressing evolving societal norms (Cletus, 2018). Furthermore, efforts to accommodate individuals with disabilities in the hiring process align with modern inclusivity standards.

Impact on Organizational Success Metrics

Diversity positively impacts talent acquisition, retention, and product/service innovation (O’Connor, 2019). Enhanced employee satisfaction and teamwork contribute to improved organizational performance. However, diverse working styles may pose challenges to productivity (Volberda, 2017).

Measurement of Effectiveness

Representation metrics will be utilized to assess the diversity plan’s effectiveness, ensuring equitable representation across demographic groups (Biemann & Kim, 2021). Regular evaluations will be conducted to monitor progress and address any disparities.

Conclusion

The organization’s diversity program demonstrates a strong commitment to fostering inclusivity, reflecting its core values and strategic goals. By embracing diversity across its operations, the organization not only enhances its competitive advantage but also contributes to societal empowerment and sustainable growth.

References

Ainscow, M. (2020). Promoting inclusion and equity in education: lessons from international experiences. Nordic Journal of Studies in Educational Policy, 6(1), 7-16.

Biemann, T., & De Meulenaere, K. (2021). Measuring Diversity in the Workplace: An Extended and Unified Framework. Academy of Management Proceedings, 2021(1), 13003.

Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern-day organizations: A critical review. HOLISTICA– Journal of Business and Public Administration, 9(2), 35-52.

PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization

Frajlich, A. (2020). Cultural Diversity in the Workplace. In The Ghost of Shakespeare (pp. 265-267). Academic Studies Press.

Gupta, A. (2019). Women leaders and organizational diversity: their critical role in promoting diversity in organizations. Development and learning in organizations: An International Journal.

Jones, B. L., Cheng, C., Foglia, L. M., Ricciotti, H., & El-Amin, W. W. (2021). Promoting culture change within organizations. Pediatrics, 148(Supplement 2).

O’Connor, M. I. (2019). Equity360: gender, race, and ethnicity—the business case for diversity. Clinical Orthopaedics and Related Research, 477(5), 948.

Ruel, S., & Tajmel, T. (2020). Equity, Diversity, and Inclusivity at the Intersection of STEM and Business Management in Canadian Higher Education.

PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization

Volberda, H. (2017). Diversity-At the heart of business success. RSM DiscoveryManagement Knowledge, 32(4).

Woldemariam, M. M. (2018). Promoting a Diverse Workforce in Sonography.