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

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Capella University

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

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Date

Executive Summary of a Diversity Program Evaluation for an Organization

Assessment of Alignment with Organizational Values

The hospitality organization strongly prioritizes the well-being of its stakeholders and embraces the diversity of individuals from various backgrounds, aligning with its core values and strategic objectives (Woldemariam, 2018). The diversity program is built upon three fundamental pillars: enhancing positive self-esteem, fulfilling societal roles, and fostering an inclusive workplace environment. By emphasizing people-centric decision-making and preserving cultural heritage, the program is organized around corporate diversity, global engagement, partnerships, and empowerment initiatives for individuals with disabilities.

Inclusive Practices Across Customer, Workforce, and Ownership

The organization places a high value on inclusivity in customer experiences and workforce diversity, viewing differences as a strategic advantage (Jones et al., 2021). Multicultural tools are employed to enhance awareness and understanding among employees regarding diverse values and cultures. Collaborations with external partners aim to create opportunities for marginalized groups, including individuals with disabilities and veterans, while promoting multigenerational workforce participation and encouraging diverse ownership within the hospitality sector (Gupta, 2019).

Global Supplier Diversity and Community Impact

The organization is committed to global supplier diversity, empowering minority-owned businesses through strategic partnerships (Ruel & Tanja, 2020). By hosting seminars and forums, the organization actively promotes global supplier diversity across various regions, engaging in initiatives that positively affect local communities. Examples of such initiatives include youth empowerment programs in the United States and women’s advancement initiatives in Africa (Ainscow, 2020).

Analysis of Modern-Day Relevance

The diversity program reflects contemporary practices by advocating for racial, cultural, age, and gender diversity (Frajilich, 2020). Initiatives that support women’s empowerment and LGBTQ+ inclusion illustrate the organization’s dedication to addressing evolving societal norms (Cletus et al., 2018). Additionally, efforts to accommodate individuals with disabilities during the hiring process align with current inclusivity standards.

Impact on Organizational Success Metrics

Diversity has a positive influence on talent acquisition, retention, and innovation in products and services (O’Connor, 2019). Increased employee satisfaction and teamwork contribute to enhanced organizational performance. However, the presence of diverse working styles may present challenges to productivity (Volberda, 2017).

Measurement of Effectiveness

Representation metrics will be utilized to evaluate the effectiveness of the diversity plan, ensuring equitable representation across various demographic groups (Biemann & Kim, 2021). Regular assessments 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 objectives. By embracing diversity throughout 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.

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.