1<\/p>\n
Diversity Audit Part 2<\/p>\n
Needs Assessment <\/p>\n
Diversity Audit 2<\/p>\n
Conduct a diversity needs assessment for your organization.<\/p>\n
A diversity needs assessment is essential for getting an honest description of the diversity needs of the organization. The evaluation can provide answers that cannot be obtained from in-person interactions. A diversity needs assessment for The National Organization for Human Services (NOHS) is therefore essential. The review will identify the situation of diversity in the organization to establish more strategies to add inclusivity into the workforce. <\/p>\n
Objectives of the diversity need assessment.<\/p>\n
The main objective for conducting the diversity needs assessment is to determine how diverse NOHS is and how it deals with its diversity issues. The study is also aimed to find out the readiness of NOHS to implement new diversity measures into the organization. The organization is examined to determine whether or not it is ready to include people from different diversity groups into its employment fraternity and customer services (Dahm et al., 2009). In addition, the survey is aimed at enhancing the efforts by the organization to include people from different racial and ethnic groups in service provision. The ethical and racial groups targeted include different genders, races, sexual orientation, gender identity, religion, age, disability, and social status. <\/p>\n
Expected outcomes<\/p>\n
One of the projected outcomes at the end of the study is that different people from the organization will view diversity in NOHS from different angles. The people will hold different ideas and thoughts about how the organization has dealt with diversity issues. For some, the organization will have put in reasonable efforts to address diversity issues, while for others, the measures will be minimum. The participation of people in the survey may also vary (Dahm et al., 2009). Some may participate fully, others partly, while others may not participate at all. Some people may answer the questions out of will and honestly, while others may be out of responsibility towards the organization. The answers provided can either be honest and genuine or incorrect and dishonest. <\/p>\n
Methodology<\/p>\n
Amongst the population of NOHS, one hundred employees are selected to participate in the diversity needs assessment. The workers chosen hold some high views about diversity in an institution. The ratio of men to women in the selected population is sixty to forty per cent. The people selected should come from different racial and ethnic groups (Dahm et al., 2009). The group should include White Americans, Black Americans, young people, middle-aged people, and older people. Both part-time and full-time workers should be involved in the survey. The population chosen is divided into several groups that are easily manageable. Each group should portray a picture of diversity in the organization. Several questions which address diversity issues in the organization are formed and allocated to the different groups. The participants are provided with the questions for their response. <\/p>\n
A good number of questions can be developed to address matters surrounding diversity in NOHS. Workers can be asked to recount the feeling of connecting with people from different races, age groups, sexual orientation, and gender. Their personal feelings towards new people can also be examined. Moreover, the participants can be asked what they think about people being treated unequally according to age, tribe, skin colour, gender, or sexual orientation (Dahm et al., 2009). The personal perspective of the participants about diversity in the organization can also be enquired. The participants can also be asked how they perceive other people from different racial and ethnic groups like them. Other relevant questions whether or not diversity is addressed in the organization, how the situation can be improved, and whether or not employees should be trained on diversity.<\/p>\n
Evaluate the strength and weaknesses and your organizations efforts in dealing with diversity issues and challenges.<\/p>\n
Strength in dealing with diversity issues and challenges.<\/p>\n
NOHS has a team of experts to assess and evaluate all the processes involving diversity in the organization. The experts examine the trends by the organization in covering all areas of diversity. Employees are accessed by the professionals to effectively and conveniently develop results about diversity in the firm (Walker & Stepick, 2014). Moreover, the selected team accesses the percentage availability of challenges and obstacles to diversity in the organization. Essential policies and strategies to deal with the diversity situation in the organization are developed by the team of experts. The team of experts can constantly reassess the diversity situation to determine whether or not diversity is being attained in the organization. <\/p>\n
NOHS has also formulated a workplace plan which addresses diversity issues. The senior managers and executive officials are committed to ensuring diversity measures are put in place and implemented effectively. Furthermore, NOHS top leadership acknowledges the importance of diversity in the organization and therefore working tirelessly towards achieving diversity in the organization. Appropriate policies addressing diversity have been put in place (Walker & Stepick, 2014). The positive attitudes towards diversity run from the senior managers to the junior staffs. The top management of NOHS actively participates in creating a healthy working environment for people from different age groups, races, religions, gender, and sexual orientation. <\/p>\n
Weaknesses in dealing with diversity issues and challenges<\/p>\n
Communication in the organization among people from different cultural backgrounds presents a challenge while dealing with diversity. Diverse cultural background brings about language barriers in the organization. It becomes difficult to enquiring about diversity issues from some workers due to language barriers (Barbosa & Cabral-Cardoso, 2007). An interpreter has to be made available for effective communication. However, active interpreters are not readily available in the organization. The inability of the organization to facilitate effective communication reduces cooperation among workers and lowers the morale of people from different ethical and cultural background to work together.<\/p>\n
NOHS is also unable to implement diversity in the workplace policies effectively. The people advocating for diversity in the organization cannot put in place the practices that enhance diversity. The formation of a customized strategy to strengthen diversity has presented a challenge to the organization (Barbosa & Cabral-Cardoso, 2007). Additionally, some employees of the organization are resistant to diversity. The few percentage do not support the inclusion of all set of people in the organization. NOHS also has a weakness in effectively managing diversity. The diversity management plan formulated is not adequate to control the diversity situation. The organization cannot effectively come up with an excellent strategy to create a culture of diversity. <\/p>\n
Organizations efforts in dealing with diversity issues and challenges.<\/p>\n
NOHS top leaders encourage employees to accept and work together with people from other ethical and cultural groups. The leaders also involve all members of the staff in coming up with diversity initiatives and their implementation. Moreover, workers are encouraged to be open about an issue relating to diversity. Their ideas and thoughts are appreciated and depended on to strategize and develop solutions to diversity problems (Roberson, 2019). The organization also ensures diversity is evident in the top leadership posts. The workers will be encouraged to accept and work together with people from different social classes. Diversity training is also essential in getting people to accept the inclusion of all people in the organization.<\/p>\n
The organization conducts employee satisfaction surveys that analyze how satisfied they are with the diversity situation. Data got from the survey is recorded, and a report is written for analysis. Diversity is enhanced in the organization using the results obtained from the study (Roberson, 2019). NOHS also assess and evaluates its diversity situation. An investigation is done to find out the shortcomings and obstacles the organization faces in dealing with diversity. Strategic policies to address diversity in the organization are also being formed constantly. The organization aims at attaining an acceptable standard of diversity. Any helpful strategy and approach towards achieving the diversity goal are appreciated and considered for action. Constant reassessments of the diversity situation are also done. <\/p>\n
Develop a rubric with criteria for the evaluation.<\/p>\n
Needs improvement<\/p>\n
Developing<\/p>\n
Sufficient<\/p>\n
Above average<\/p>\n
Clarity<\/p>\n
The strength, weaknesses, and the organization\u2019s efforts in dealing with diversity issues and challenges are not clear. The ideas are not connected to the organization.<\/p>\n
The strength, weaknesses, and the organization’s efforts in dealing with diversity issues and challenges are identified. The ideas are connected to the organization.<\/p>\n
The strength, weaknesses, and the organization’s efforts in dealing with diversity issues and challenges are clear. There is enough evidence to support the claims.<\/p>\n
The strength, weaknesses, and the organization’s efforts in dealing with diversity issues and challenges are clear and well-defined. Relevant details are provided.<\/p>\n
Evidence<\/p>\n
Lessor, no supporting evidence is provided. There are no examples mentioned. <\/p>\n
The points mentioned are supported with additional evidence like the use of examples. The examples are not adequately analyzed and occasionally overused.<\/p>\n
The points mentioned are supported with relevant evidence and examples. The examples are adequately analyzed, and the relation between them and the points clearly defined. <\/p>\n
The points are supported with clear evidence. Personal observations from experience are provided. Each evidence given is linked to each issue. The facts are interpreted from a personal perspective. <\/p>\n
Focus<\/p>\n
The strength, weakness, and organization\u2019s efforts in dealing with diversity issues and challenges do not wholly focus on diversity issues. The claims are not directly or indirectly related to diversity. The evidence offered is not supported. <\/p>\n
The strength, weakness, and organization\u2019s efforts in dealing with diversity issues and challenges do not focus on diversity. The claims are made without considering the problem being addressed. <\/p>\n
The strength, weakness, and organization\u2019s efforts in dealing with diversity issues and challenges clearly focus on diversity. Evidence is provided that directly support the claims on diversity. <\/p>\n
The strength, weakness, and the organization’s efforts in dealing with diversity issues and challenges are clear and focus on diversity. Well-defined evidence related to diversity is provided. Personal views are clearly distinct from organizational theories.<\/p>\n
Structure<\/p>\n
The strength, weaknesses, and the organization’s efforts in dealing with diversity issues and challenges are not organized properly. There is no flow of points and ideas. <\/p>\n
The strength, weaknesses, and organization\u2019s efforts in dealing with diversity issues and challenges are loosely organized. All ideas provided are related in some ways. The views are arranged logically.<\/p>\n
The strength, weaknesses and the organization’s efforts in dealing with diversity issues and challenges are clearly organized and easy to understand. The ideas are presented in a logical and orderly manner.<\/p>\n
The strength, weaknesses, and the organization’s efforts in dealing with diversity issues and challenges are clearly organized. The points are not arranged in chronological order but are well-defined. One idea clearly transitions to another.<\/p>\n
Conclude with recommendations for improvements.<\/p>\n
NOHS should change its criteria for screening and searching for candidates to fill empty gaps in the organization. Employment opportunities should not be offered based on who knows who. Jobs offered through referrals and internal hires may make it challenging to attain diversity. Most probably, workers will refer people from their ethnic or racial groups. The company will end up hiring people from the same ethnic or cultural group. Open job applications have to be done to allow inclusivity in the organization (Grissom, 2018). All qualified personnel should be given equal chances and opportunities. The recruitment process should also be made fair and free from bias. Applicants from all races, gender, and age should be accorded equal chances. <\/p>\n
Educational programs about diversity are also essential in promoting the culture. The organization should establish mentorship programs to create awareness about the importance of diversity ad inclusion in the organization. People should be advised on the importance of accepting everyone in the organization regardless of their ethnic or cultural background. Knowledge about the most appropriate ways of interacting with people of different gender, age, and cultural background should be passed to the employees (Grissom, 2018). Mentoring workers about diversity will make them stay in the organization for a long time. Employees should be mentored by people from different backgrounds, races, culture, or gender. <\/p>\n
NOHS should accept the lack of diversity in case it is not there. Neglecting that diversity and inclusivity are not reflected in the organization’s structure will only complicate matters. The organization has to accept that some changes must be introduced in its structure to include people from diverse backgrounds. The organization’s senior management should clearly define the facts and workforce statistics to determine the percentage of inclusivity (Grissom, 2018). Diversity should be reflected within different roles, teams, and ranks. The data should be used to determine the quantity of change required in the organization. Data should be analyzed frequently to determine the diversification needs of the organization. <\/p>\n
Managers of the organization should be advised to attend special training on diversity. The training should not be forced on anyone. Only those people willing to participate in the training programs should do so. The managers should be left to develop an interest in diversity and learn more (Grissom, 2018). The education will provide them with the knowledge and skills necessary for diversity and inclusion in the organization. They will acknowledge the need of having workers from different races, age groups, and ethnic backgrounds. People with disabilities should also be advocated for in the training programs. The importance of diversification and inclusivity will be made known to the leaders, making them see the need for it. <\/p>\n
The grievance and complaints system of NOHS should also be changed. The system should be changed to allow free expression of the worker\u2019s grievances and complaints. The employees should be allowed to make grievances and complaints about diversity in the organization. Intimidation against speaking should be prevented. Senior managers should not threaten workers in any capacity (Grissom, 2018). Freedom of speech and expression should be fully exercised. The few people who do not support diversity should also be allowed to raise their issues. Any form of racial harassment should be reported to the relevant authorities most appropriately. Managers should not be authorized to intimidate workers over raising alarms in the organization.<\/p>\n
NOHS should set some days to celebrate different cultures and religions. All employees should be encouraged to attend the celebrations to acknowledge diversity in the organization. All diverse groups in the organization should be celebrated on a specific date. The exact dates can be made to be floating holidays. Celebration themes should also be developed to make known the aims of the celebrations (Grissom, 2018). Monthly themed events should be organized to address diversity issues. The events should be made known to employees early in advance. The themes should reflect various cultures and demographics. Some themes can include Black History Month, Women\u2019s History Month, and Disabled History Month. <\/p>\n
References<\/p>\n
Barbosa, I., & Cabral\u2010Cardoso, C. (2007). Managing diversity in academic organizations: A challenge to organizational culture. Women in Management Review.<\/p>\n
Dahm, M. J., Willems, E. P., Ivancevich, J. M., & Graves, D. E. (2009). Development of an organizational diversity needs analysis (ODNA) instrument. Journal of Applied Social Psychology, 39(2), 283-318.<\/p>\n
Grissom, A. R. (2018). The alert collector: Workplace diversity and inclusion. Reference & User Services Quarterly, 57(4), 243-247.<\/p>\n
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88.<\/p>\n
Walker, E. T., & Stepick, L. M. (2014). Strength in Diversity? Group heterogeneity in the mobilization of grassroots organizations. Sociology Compass, 8(7), 959-975.<\/p>\n","protected":false},"excerpt":{"rendered":"
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