Module seven, being proactive. organizations who address diversity proactively will have the most success implementing and enhance the diversity programs. Encouraging diversity in the workplace. There are many compelling reasons to encourage diversity in the workplace. A diversity program offers the following benefits to an organization increase productivity, fewer lawsuits, retention and growth of the business, increasing marketing capabilities, the fostering of a wider talent pool becoming and being perceived as an employer of choice. Better morale, increased creativity of the workforce, improve decision making process In capabilities several key traits are common to successful organizations that encourage and support diversity in their workplaces.

They behave proactively support top down, leadership driven initiatives clearly communicated throughout the organization. Promote ownership of issues throughout the organization. think and behave inclusively, make diversity a part of many initiatives as possible. a strategic plan allows the organization to begin to work the vision initiatives. This tasks may be handled by a task force or a change management team or a Diversity Council having a Diversity Council or similar groups is often a good approach because its members represent diverse ethnic and other groups. They serve in an ongoing role in advising about and even overseen diversity initiatives.

Conducting a diversity audit. That is Diversity Council or team will want to conduct a diversity audit to gauge where the organization is now and where it wants to be. audits typically consist of three parts, a document review, one or more surveys, and focus groups. Typical projects that emerged after a diversity audit include creation of a corporate diversity policy, diversity awareness, training, revision or enhancement of a job development system, using neutral language about diverse groups. Use of job postings to attract diverse talent to new and open positions. marketing and promotion of the diversity program without an outside the company using the corporate, internal and external websites.

Building a diversity training program. Often the next step is to conduct a needs analysis and create a dearth diversity awareness training program. It typically includes topics such as, why implement a diversity program in the organization, the dynamics of discrimination, results of the initial diversity audit understanding the issues of discrimination and the investigation process. Creating and exclusionary culture, action plans for personal and work group follow up they're more Pacific courses may follow, dealing with topics such as cultural bias or management training Pacific to diversity. organizations may also set up mentoring programs, designate an affirmative action officer or create outreach programs to inform its constituency of its work. And to help attract a diverse talent pool.

Instituting diversity recruitment to build a diverse workforce in organization must have a broad candidate pool. Some initiatives to consider are maintain a list of educational institutions with a qualified and diverse In body, model the diversity of the organization to potential recruitment sources. utilize a diverse recruiting team so that the organization is appealing to candidates. Perform recruiting, outreach and potential recruiting come in communities and play employ a wide range of advertising venues. Make sure the website explains and celebrates the diversity program. Seek out internal employees or suppliers or vendors to identify appropriate candidates.

Large organizations in the United States who are known for proactive diversity initiatives undertaken over a period of time and with significant change management activity include Xerox, American Express, digital Pepsi and the federal government while these large organizations have spent significant dollars, many activities to foster diversity in the workplaces costs little or nothing, and can be undertaken by organizations of any size preventing discrimination. To prevent discrimination from occurring, you must take firm steps within your organization to educate managers and employees about what constitutes discrimination and how people must behave in order to avoid committing discriminatory actions. actions. Make sure you understand federal laws and any additional laws enacted in your state. In a larger organization, look to the human resources department to provide up to date information. If you work for a small or organization.

Visit websites to keep up with them yourself and purchase books or periodicals. Maintain open communications about fairness, diversity and discrimination. work to understand the unique needs of each ethnic, cultural, disability or lifestyle group. consider joining professional organizations such as the Society for human resource management, where cost effective resources forms and industry networking opportunities are available. policy development, the organization should develop the following policies. anti discrimination, defined discrimination include language about prohibited conduct, complaint procedures, and tolerance or retaliation responses.

Ability of management and corrective action the company will take with anyone who violates the policy. Anti harassment, define harassment clearly stated it is prohibited. Describe the complaint procedure. Explain that retaliation is prohibited. Layout managers responsibilities and explain what process the organization will follow for investigation and corrective action. Other policies similarly create and public policies for complaints, anti violence, and how your organization handles open door procedures so communications can flow between employees and management.

Ways to discourage discrimination. Even with strong prevention initiatives in place, discrimination occurs often As agents have formal and informal systems, and while the formal systems ensure that policies are written, and decisions are implemented in formal and individual systems govern the interaction between members of the workforce and in day to day practices. hiring practices provide an example. If a candidate is brought in based on a referral of a hiring manager, the opportunity for human resources to recruit a diverse pool of people is diminished. Likewise, challenging or design work assignments that come to people in positions of power in an organization often go to similar people, excluding opportunity for other employees, potentially equally or better qualified. Here are several tips for stemming potential discriminatory or offensive behaviors and actions.

Always work within the framework of the federal and state laws. If you hear observe something questionable or asserting speaker, if you are in a group setting, discuss the issue in a proactive way, rather than pinpointing specific individuals understand the unique needs of each ethnic, cultural disability or lifestyle group, create an atmosphere where protected group members feel comfortable. Case Study, Rasheed called his team together and said, I noticed from the last diversity training that it seemed as though many of us didn't fully understand all the rules, laws and policies on diversity in our company. We are very culturally competent staff and I believe can become even more knowledgeable about diversity. I know we've talked about building Diversity Council in the past. And while we've never fully gotten a council off the ground, there's no time like the present.

Is there anyone who would volunteer to be on the council, as well as helped promote its helpfulness in the workplace. Rashid smile at his team, as he saw three hands and then a fourth hand go up volunteering for the job.