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Literature review of equality and diversity in workplace
Literature review of equality and diversity in workplace
Literature review of equality and diversity in workplace
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Estée Lauder continued to implement the Global Inclusion and Diversity Strategic Plan, the guideline for making the workplace welcoming to everyone in order to enhance the power of the company. They value the diversity of people, and their one-of-a-kind talents, regardless of the background, culture, ethnicity, gender, sexual orientation, religion or physical ability. Additionally, they encourage the employees to create, offering some learning opportunities that help to identify and taking advantage of the strengths of the workforce and unleashing their potential for growth. They also introduce a seminar to educate their employees about the policies and perspectives on inclusion and diversity, providing solutions to common challenges when moving
Insincere diversity initiatives are unsurprisingly ineffective as employees and consumers carefully observe enterprise activity, easily spotting insincerity. Modern enterprises are increasingly previously closed-minded corporate cultures , because ultimately, a firm’s engagement with this community defines its brand identity of industry partners, employees and communities as a universal community. .
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.
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Macy’s is a large, diverse retail corporation. Diversity is one of the business cores of the company; their diversity strategy is based on their international and multicultural advertising and marketing. I choose this organization because their business core values are based on diversity and inclusion. This particular company values diversity and inclusion at the same time. Having a diverse corporate culture is part of being a successful and well-known business around the world. The company is also known for its commitment and demonstrations of a diverse culture. They have a very large and diverse customers and suppliers group.
Working in a supermarket you sometimes ask the customers questions about some of the items they have on the belt. Majority of the customers tries to eat healthy so they buy yogurt. Many of the customers buy Chobani and Dannon’s and other customers buys Fage .While ringing up the customers that were next in line one friend turned to the other and said “Did you know Fage was the number 1 yogurt in Greece?” Fage is a generic Greek yogurt that has been around since 1926 in Athens, Greece. Fage’s cultural diversity values give consumers of all ages healthy and safe products. Fage has different flavors of yogurt classic and split. The yogurt is 100% natural, some are nonfat, and others are 2%. There are two different yogurts,
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:
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.
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...
Diversity is vital to the success of today’s business model. Companies small and large have demonstrated benefits from an economic standpoint as well as talent management perspective. Canas & Sondak outline four pillars of change necessary for a successful program. These pillars are described as “demonstrate leadership support”, “engage employees as partners”, integrate diversity with management practices” and “link diversity goals to business goals” (Canas & Sondak, 2014). Novartis as a global company validates the theory to lead diversity within its organization.
In this essay, I will be discussing how Ford Motor Company, a global leading company, leverages diversity in its company. Ford Motor Company starts with hiring a diverse workforce and utilizes Employee Resource Groups, Diverse Recruiting, Supplier Diversity Development, and Worklife Flexibility Programs & Benefits. Ford Motor Company has found this to be a winning combination and has won several awards from third party organizations. Embedding Diversity Ford Motor Company believes that it is important to embed their company with diversity and inclusion strategies throughout their business.
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.
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
With the same spirited investment as the world's premier marketer and beverage industry leader for more than 118 years, Coca-Cola are focused on strategic workplace programs that help assure the success of our commitment to embracing the similarities and differences of people, cultures and ideas. Diversity Advisory Council - the Company’s corporate Diversity Advisory Council consists of a representative group of employees from all levels, functions and business units of the organization. The Council develops recommendations for senior management on advancing the company's efforts towards achieving our diversity objectives. Employee Forums – Coca-Cola believe that a sense of community enhances their ability to attract, retain, and develop diverse talent and ideas as a source of competitive business advantage In the United States, through employee forums, employees can connect with colleagues who share similar interests and backgrounds. In those forums and elsewhere, employees support each other's personal and professional growth and enhance their individual and collective ability to contribute to the company.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
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.