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Diversity Plan
Diversity Plan
Diversity in organizations entails the firms taking the step to include workers from different arrays (Stanley et al.,2019). For instance, organizations employ people from different ethnicities, gender, educational affiliation, race, and from other races. Embracing diversity enables organizations to hire workers with different abilities, thus increasing the organization’s chances to earn a profit. Diversity in organizations allows the organizations to embrace the culture by teaching the new employees on the organizational routine. The organization gets new opinions from the varied employees, thus enhancing the company’s efficiency. Some of the employees can be good at technological aspects, some could be good at human resource management, while others could be having competent in human service management. Based on the needs assessment for the National organization for human services, it was prudent for a diversity plan to be developed.
Measurable Goals and Objectives
The main objective of the diversity plan in the National organization for human services is to ensure that the organization includes workers from different arrays. The organization should enact inclusivity in the company’s recruitment. The organization should employ people from different ethnicities, ages, education, religion, and social differences (Damanik.,2020). Employees from different arrays enable the company to achieve its objectives. Another objective of the diversity plan is to allow the organization to manage its diversity program in the required manner. The project is also meant to provide a framework for comprehending the diverse concepts in the National organization for human services. The plan would ensure that all the various ideas are incorporated into the organization to ensure that the ultimate goal is attained. The diversity plan is also purposed to access the workers’ talents to include their respective fields. When the employees are incorporated in their areas of the profession, it enhances the chances of the firm gaining profits. Employing workers from different regions and abilities enables the organization to increase its profit attainment margin. The employees add value to the company’s goals, thus allowing the company to achieve its vision.
Another purpose for the diversity plan is to enable the employees to relate with each other without conflicts (Porter.,2019). The plan is purposed to allow the workers to interact peacefully in the National organization for human services. Individuals from different ethnic groups, races, and nations would work in a diversified environment.
Through the implementation of the diversity plan, the organization would be able to attain its measurable goals. Pursuing the objectives and the organization’s routine enhances the firm’s chances of achieving its quantifiable goals. Some of the measurable goals for the National organization for human services include increasing the profit margins to a certain amount. The organization’s profits should increase by ten percent at the end of the year. The diversity at the workplace would enable different people from different backgrounds to achieve the company’s vision.
The plan would also check on the number of employees that would have embraced the diversity program that would be enacted to enhance the diversity plan. More workers would be required to subscribe to the diversity idea to enable the company to achieve its objectives. For instance, the plan would be meant to identify the number of white employees who would communicate in a different language by the end of the year. The goal would be to ensure that at least half of the present employees can interact with the employees from other areas. It will also be necessary for the company to note the number of employees who will not be willing to subscribe to the idea of diversity. Basing on the employee’s background, some workers might not be able to interact with other workers. For instance, if an employee from an Asian religion might not fit in a Christian-operated organization. One measurable goal of the diversity plan is to ensure that all the employees who cannot fit in the current setup are trained and shown how they should be conducting themselves with the rest of the workers. The goal is thus to increase the number of employees’ understanding and interaction in the organization.
The purpose of the diversity plan is to retain a diversified staff and encourage them to train the other employees on interaction. The employees who would fit in the diversity plan should play a key role in promoting the other employees to embrace the diversification to boost the firm’s productivity. The company’s measurable goal is also to increase talented employees by the end of the financial year. Recruitment of individuals from different nations would increase the number of gifted individuals in the organization, enabling the organization to attain its goals.
Action Plan
Implementation
For the diversity plan in the National organization for human service to be successful, it should go through proper implementation. First, the National organization for human services would embrace the hiring of employees from international nations. The new employees would be having unique skills and techniques from their countries (Enders et al.,2021). The new abilities would boost the efficacy in the National organization for the human service company. The hired employees would come with diversified expertise that would be beneficial for the company’s progress. Individuals from other parts of the country will also be included in the recruitment process to increase the levels of diversity.
The National organization for human services would use various promotion methods to disseminate the information about the company. The organization would embrace Facebook, Twitter, and WhatsApp to inform people about the jobs and the activities in the company. The use of social media is an effective means because it reaches many individuals at a fast rate (Muninger et al.,2019). It also gets different kinds of audiences. For instance, the young, middle-aged, old, men, women, African Americans, and white Americans will be reached using social media.
The organization employees would be encouraged to interact and learn new ideas. For instance, the workers would be directed to be consulting each other to come up with a solution (Avogaro,.2019). The interactions would enable the different opinions to be laid down. The best decisions would then be chosen. The employees would be mixed basing on race, ethnic group, religion, and origin. For instance, African Americans would be grouped with white Americans, Red Indians, and Asians. The groupings would enable the individuals from different regions to learn a different technique from the new nations. The groups would also allow for individuals to be able to interact with the other employees without conflicts.
Old employees would be placed in the same department as the young employees. The young employees would be learning new ideas and expertise from the experienced senior employees (Schur et al.,2020). For instance, the old employees can educate the young staff about the management duties and customer relationship ideas. The senior employees would also be vital because they will be the ones who direct and warn the new employees in the organization. The organization would ensure that in every department consisting of young employees, an old employee is there.
The departments would be comprised of both men and women. Including both women and men in the department would enable the organization to be diversified in decision making. In areas where the decision-making requires the female, it would be easy for the female workers to contribute to the discussion. Female employees could also be essential in light office duties and designing the office layouts. The male employees would be necessary for the heavy office duties and other office issues which require critical decision making. Men employees would be essential in problem-solving and conflict resolution at the workstation. Engaging the men and women in one department makes the employees seek advice from either side (Faragalla et al.,2019). It would also enable the employees to get used to working together in the offices.
Individuals with different abilities would be included in the departments to enhance the productivity of the organizations. For instance, the good at computer knowledge would be placed with good human resource management skills to enable the departments to be balanced. Individuals who are good at emotional intelligence would be grouped with intellectual quotients to allow the organization to experience good leadership and increase its profit margins. Workers with leadership skills would be combined with the employees with management skills to enable all the employees to learn from each other, thus enhancing the quality of the organization’s decisions and output.
Implementing the activities that promote diversity in the organization is essential because it enables the employees to learn new production methods that could be used to enhance the firm’s output. The implementation would improve the management of the organization and promote innovation.
Training
The employees of the National organization for human service need to master the diverse culture of the firm. Learning the organization’s culture is essential because it enables the workers to co-exist in harmony and thus contribute to the organization’s stability (Islam.,2019). It is, however, a task to ensure that the employees have adopted the diverse culture. The National organization for human services will thus embark on training the employees and recruits to ensure that they master the diversity techniques in the organization.
The company will use experienced employees who have been in the company to train the new employees (Meister et al.,2021). The organization would be sparing a day for the training program. For instance, all the new employees from the diversified aspects in the region could be informed about the training that would be taking place on Fridays of every week. The training session would be taking place in the afternoons after the employees have handed in their daily reports. The training would be structured into various designs. First, the National organization for human service organization would train the employees about the significance of diversity in an organization. The organization will also enhance diversity during the training. The training will encompass different individuals from different backgrounds. The whites and blacks, men and women, people from other races and religions will be included in the training.
The presence of different trainees in training will enable the employees to get used to existing with other different kinds of people. The interaction among the trainees would enhance the adaptation of the employees to the new environment. The employees will also be trained about the employee relationship to improve their employee relationship. The organization will also use a strategy where an expert from a different race trains the employees from other races. For instance, the African American employees will be trained by a white American. An African American would train a red Indian employee. The training will be diversified to enable the employees to get used to the environment and learn the organization’s culture of diversity. It would also give the employees earlier exposure to the differences in races and origins, thus making it challenging to adapt to a diversity plan.
Training will be inclusive of educational programs, which would make the recruits adapt to the diverse culture and learn about the importance of diversity in the organizations (Chase-Lansdale et al.,2019). The training will encompass instructor-led training, coaching, and mentoring external training. Every new employee would be assigned to an expert who understands the organization’s culture. The expert would be in charge of ensuring that the employee gains knowledge about diversity in the organization. Training the employees would benefit the new recruits because they will be made aware of the organization’s operations. The training would also enhance the understanding of the company’s diversity position. The training will boost the employee’s competence.
Evaluation
After the National organization for human service has enacted the training program, it will have to evaluate the employees. The evaluation will be conducted to measure the extent to which the employees have adapted to the diverse culture of the organization (Drake et al.,2019). The departmental managers in the National organization for human service would hold conversations with the employees to assess their progress. Initially, the employees would have been informed about setting goals and the goals that they need to achieve. The conversations will be conducted to assess if the employees met the requirements that were planned earlier.
The evaluation will also encompass interviews. The interviews will be about the diverse culture in the organization. The interview would enable the company executive board to evaluate the level at which the employees have gained knowledge concerning the diverse culture in the National organization for human services. The managers will also observe the way the employees behave in the organization. The level of employee interaction would reveal if the employees have adapted to the diversity culture. It is expected that the employees would be interacting with each other and engaging in various job discussions. In case the employees will not engage in the conversations and interactions, the managers would tell that the diversity program did not succeed. The employees would be accorded enough time to allow them to adopt.
The interview will involve the employees being asked about how they can judge the experience. The employees would indicate if they are comfortable with the diverse culture or not. The managers would evaluate the employee performance and compare their level of understanding. The strengths and the weaknesses of the employees would be assessed to enable the managers to identify where they should review in the training process. The interview and the assessment would entail a democratic style where the employees would be allowed to give their suggestions concerning the training. It would be participatory and open for any employee to present his opinion.
The evaluation of the employees would enable the organization to identify the workers who have gained the diversity culture effectively. It would also give the organizations the correct numbers of the individuals who have gained the knowledge about the diversity plan and the extent to which the employees have gained. It would enable the trainers to know the places that need rectifications and the areas that should be maintained. In summary, the diversity plan would enable the National organization for human services to incorporate the diverse methods into the organization, thus improving the output of the firm (Creary et al.,2019).
References
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Chase-Lansdale, P. L., Sabol, T. J., Sommer, T. E., Chor, E., Cooperman, A. W., Brooks-Gunn, J., … & Morris, A. (2019). Effects of a two-generation human capital program on low-income parents’ education, employment, and psychological wellbeing. Journal of Family Psychology, 33(4), 433.
Creary, S., McDonnell, M. H., Ghai, S., & Scruggs, J. (2019). When and why diversity improves your board’s performance. Harvard Business Review, 27.
Damanik, E. L. (2020). Ethnicity situation and intolerant attitudes in multicultural societies in the Medan city. Humaniora, 32(1), 39.
Drake, S., Auletto, A., & Cowen, J. M. (2019). Grading teachers: Race and gender differences in low evaluation ratings and teacher employment outcomes. American Educational Research Journal, 56(5), 1800-1833.
Enders, F. T., Golembiewski, E. H., Pacheco-Spann, L. M., Allyse, M., Mielke, M. M., & Balls-Berry, J. E. (2021). Building a framework for inclusion in health services research: Development of and pre-implementation faculty and staff attitudes toward the Diversity, Equity, and Inclusion (DEI) plan at Mayo Clinic. Journal of Clinical and Translational Science, 5(1).
Faragalla, A., & Tiron-Tudor, A. (2019). Gender as a Dimension of Inequality in Accounting Organizations and Related HR Strategies.
Islam, T. (2019). Motivation to transfer training in learning organizations. Journal of management development.
Meister, J. C., & Willyerd, K. (2021). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow’s employees today. HarperCollins Publishers Inc.
Muninger, M. I., Hammedi, W., & Mahr, D. (2019). The value of social media for innovation: A capability perspective. Journal of Business Research, 95, 116-127.
Porter, K. K. (2019). The “New” Business Case. In Implementing Supplier Diversity (pp. 107-114). Palgrave Macmillan, Cham.
Schur, L. A., Ameri, M., & Kruse, D. (2020). Telework after COVID: a “silver lining” for workers with disabilities. Journal of occupational rehabilitation, 30(4), 521-536.
Stanley, C. A., Watson, K. L., Reyes, J. M., & Varela, K. S. (2019). Organizational change and the chief diversity officer: A case study of institutionalizing a diversity plan. Journal of Diversity in Higher Education, 12(3), 255.