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

Assessment 2 Executive Summary of a Diversity Program for an Organization

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 organization places a strong emphasis on the well-being of its stakeholders and embraces the diversity of individuals from various backgrounds, consistent with its core values and strategic objectives (Woldemariam, 2018). The diversity program encompasses three key pillars: fostering positive self-esteem, fulfilling societal roles, and cultivating an inclusive workplace environment. Emphasizing people-centric decision-making and preserving cultural heritage, the program is structured around corporate diversity, global engagement, partnerships, and empowerment initiatives for individuals with disabilities.

Inclusive Practices Across Customer, Workforce, and Ownership

The organization prioritizes inclusivity in customer experiences and workforce diversity, viewing differences as a strategic asset (Jones, 2021). Multicultural tools aid in fostering awareness and understanding among employees regarding diverse values and cultures. Collaborations with external partners aim to provide opportunities for marginalized groups, including individuals with disabilities and veterans, while encouraging multigenerational workforce participation and promoting diverse ownership in the hospitality sector (Gupta, 2019).

Global Supplier Diversity and Community Impact

The company’s commitment to supplier diversity extends globally, fostering empowerment through partnerships with minority-owned businesses (Ruel & Tanja, 2020). Through seminars and forums, the organization actively promotes global supplier diversity across continents, engaging in initiatives that positively impact local communities. Examples include youth empowerment programs in America and women’s advancement initiatives in Africa (Ainscow, 2020).

Analysis of Modern-Day Relevance

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

Impact on Organizational Success Metrics

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

Measurement of Effectiveness

Representation metrics will be utilized to assess the diversity plan’s effectiveness, ensuring equitable representation across demographic groups (Biemann & Kim, 2021). Regular evaluations 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 goals. By embracing diversity across 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.

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

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. 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.

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

Volberda, H. (2017). Diversity-At the heart of business success. RSM DiscoveryManagement Knowledge, 32(4). Woldemariam, M. M. (2018). Promoting a Diverse Workforce in Sonography.

ADDITIONAL INSTRUCTIONS FOR THE CLASS – PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization

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• Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, including a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two-sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses.

• Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

• APA Format and Writing Quality

Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.

• Use of Direct Quotes

I discourage over-utilization of direct quotes in DQs and assignments at the Master’s level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source. PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization

• LopesWrite Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me. Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes. Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own? Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for tips on improving your paper and SI score.

• Late Policy

The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading. PSY FPX 8740 Assessment 2 Executive Summary of a Diversity Program for an Organization

• Communication

Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class. Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

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