GEB4220 Rasmussen College Mod 3 Company Culture for Diversity Project Previous assignment attached- Instructor feedback “Bria, you had a great plan however

GEB4220 Rasmussen College Mod 3 Company Culture for Diversity Project Previous assignment attached- Instructor feedback “Bria, you had a great plan however, you did not provide control measures in relation to the plan you created”

Now that you have selected your area of diverse concentration, you are now tasked with designing a plan to aid your selected group in one of the following countries:

China
Japan
Brazil
India

The new organizational strategic initiative is to expand into the selected country. The executive leadership team has asked you for a report on the diversity area (the one you selected) and the country (selected above) expanding to. The report should address the following questions:

Introduce your diversity area and country
What are some of the challenges your diversity area would face in the country culture you selected?
Are there any ethical or legal implications that protect your diversity area in the selected country?
Discuss some techniques that as the manager you would use in order to ensure an inclusive work culture.
Conclude your diversity report. Running head: THE DIVERSITY PLAN
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The Diversity Plan
Bria Jones
Rasmussen College
May 29, 2019
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The Diversity Plan- A racial diversity workforce
The significance placed on the creation of working environments in which different voices
are encouraged and heard in organizations is notable. Employees in an organization may not be of
the same race and gender thus the need to embrace the diversity of everyone’s background.
Workplace diversity can include; disability, religious affiliation, personality type, race, thinking
style, gender and sexual orientation (Allison & Kaye, 2011). Results show having a racially as well
as an ethnically diverse workforce aids in the elimination of prejudice and stereotypes towards
certain racial groups. Furthermore, having a racial diverse workforce is key to increased innovation,
enhanced accessibility to new and diverse markets, greater adaptability in a globalized world,
enhanced social cohesion and the prevention of exclusion of categories of workers.
Particularly, a diverse workforce in which all employees draw upon all their unique
experiences has some benefits. On the other hand, diversity planning brings together people with
varied age groups, skills, backgrounds and educational qualifications. This benefit enables workers
to learn about each other’s culture, religion and also gain different expertise. Different background
makeups are essential to an organization due to their diverse talents and qualifications that strive to
achieve common goals (Allison & Kaye, 2011). Furthermore, encouraging diversity in the
professional world ensures an equal opportunity for all workers. Individuals get exposed to different
traditions and cultures and learn how various festivals are marked. This act strengthens the bond
among employees by making them get close to one another. The process through which employees
pull together in celebrating different festivals reflects in their work and reduces unnecessary
conflicts. Individuals of varying ethnicity can brainstorm ideas when they work under similar
conditions and make the right solutions which benefit their organization.
In addition, diversity planning makes an organization attractive. Promotion of both inclusive
working environment and workplace diversity adds to the attractiveness of an organization as an
employer, from a marketplace perspective. Open minded employees are drawn to institutions which
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are open to exploring new styles, ideas and any unique features more than those institutions that
focus on an applicant’s ethnicity. Lastly, a unity of diverse strengths is also of great importance in
an organization. Diversity planning unites specific strengths and skills of employees for higher
productivity and overall performance in the workplace. When management strengths of one worker
are blended with technical strengths, cultural expertise and sales strengths of different workers,
organization’s ability to meet market needs are optimized.
Building a diversity plan for an organizational workforce includes; an increase of executive
management’s engagement with staff in workforce diversity issues, the senior management should
lead with courage, listen and learn from employees and also clearly address their intentions. The
diversity plan should offer appropriate feedback methods to be used between leaders and staff.
Second, a responsible lead party will be identified in the program. The individual in this position
determines ways through which workers channel their concerns and also demand leadership
accountability. Additionally, this leader is tasked with the responsibility of allocating resources,
implementing policies and investigating issues.
Third, the plan will lay out a code of conduct to be followed in the organization.
Expectations of workplace conduct and procedures to be observed during an investigation of
harassment would be included in this step. A code of conduct states the desired behavior, and
consequences for the wrong behavior thus contribute to greater accountability of team members.
The fourth step is on training and support in the organization. Continuous education is vital to both
managers and junior workers in an organization. Mentoring of employee resource groups through
in-service programs creates a positive working environment. An update of the employee hiring
process would also be conducted at this step.
The set-up of baseline surveys will be the last step to support inclusive practices in a
diversity plan. This survey involves the approval of leadership efforts and determination of the level
of staff satisfaction in the work towards the achievement of organizational goals. Diversity is an
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important part which determines a company’s success or failure hence a good plan will facilitate
investment in a corporate program whose return will help an organization thrive and rise above other
competitors.
The implementation of diversity at interpersonal and organizational levels, however, has
some obstacles. In the US workforce, difficulty in defining difference is one of these challenges.
Identification of the most useful components of diversity to be emphasized and how their definitions
should be confined is a significant challenge. Continuous discrimination by employees who refuses
to embrace a racial and cultural diversity of their workplace is another significant challenge. These
employees inhibit progress by silencing any new ideas.
Interpersonal conflict and miscommunication through cultural signals or language between
employees of diverse races dampen cohesiveness and productivity of small organizational groups.
Understanding cultural predispositions of employees by managers to avoid violation of cultural rules
to achieve an inclusive and diversified culture takes quite some time. Lastly, stereotypes and
Cognitive Biases narrow worldviews of some the US workforce individuals thus reducing the
benefits of diversity.
In a global workforce, the influence of social integration to a small degree at workplaces is a
significant setback to diversity. Individuals form cliques and social groups (homophily) which are
difficult to control thus making it difficult to work as a team (Landry & Wood, 2012). This
tendency manifests in the hiring and recruitment processes.
Ensuring diversity plan’s success would require collaboration between staff and managers in
an organization. As a manager, it is crucial fight homophily challenge through smart delegation and
awareness programs to break bonds which employees use to form unnecessary groups. Also, I will
use a selective process of categorization which best defines diversity and encourage workers to be
open-minded in thinking thus eliminate stereotyping and cognitive biases. Lastly, I will encourage
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the attendance of festivals marked by workers from different cultures to promote effective
communication.
To sum up, organizational success depends on the ability of both managers and workers to
embrace racial diversity effectively. Importance of diversity includes bringing people together,
provision of equal working opportunities, makes an organization attractive and ensures unity of
workers’ strengths. A diversity plan has been found as a five-step process with some challenges in its
implementation. Lastly, control measures on how to ensure the success of a racial diversity plan
have also been highlighted.
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References
Allison, M., & Kaye, J. (2011). Strategic planning for nonprofit organizations: A practical guide
and workbook. John Wiley & Sons.
Bell, M. P. (2011). Diversity in organizations. Cengage Learning.
Landry, C., & Wood, P. (2012). The intercultural city: Planning for diversity advantage. Routledge.
Harvey, Carol, M. Allard. Understanding and Managing Diversity: Readings, Cases, and
Exercises.. [Bookshelf Ambassadored].

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