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

Student 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 entity places significant emphasis on stakeholder well-being and celebrates diversity, consistent with its core values and strategic goals (Woldemariam, 2018). The diversity program is structured around fostering positive self-esteem, societal fulfillment, and creating an inclusive workplace environment, emphasizing people-centric decision-making and preserving cultural heritage.

Inclusive Practices Across Customer, Workforce, and Ownership 

The organization prioritizes inclusivity in customer experiences and workforce diversity, regarding differences as a strategic asset (Jones, 2021). Tools facilitating multicultural awareness among employees and collaborations with external partners promote opportunities for marginalized groups, including individuals with disabilities and veterans, while encouraging multigenerational workforce participation and diverse ownership in the hospitality sector (Gupta, 2019).

Global Supplier Diversity and Community Impact 

The commitment to supplier diversity extends globally, empowering minority-owned businesses through partnerships (Ruel & Tajmel, 2020). The organization actively promotes global supplier diversity across continents, engaging in initiatives that positively impact local communities, such as youth empowerment programs in America and women’s advancement initiatives in Africa (Ainscow, 2020).

Analysis of Modern-Day Relevance 

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

Impact on Organizational Success Metrics 

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

Measurement of Effectiveness 

Representation metrics will gauge the diversity plan’s effectiveness, ensuring equitable representation across demographic groups (Biemann & De Meulenaere, 2021). Regular evaluations will monitor progress and address any disparities.

Conclusion 

The organization’s diversity program underscores 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.

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

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.

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

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

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