Northrop Grumman has published a Corporate Responsibility Report on an annual basis since 2007, highlighting its goals and accomplishments in diversity and inclusion. Their 2015 goals included creating an inclusive environment through awareness and leadership training and increasing women and people of color in leadership roles. In response to their goals, Northrop Grumman redeveloped their employee survey used to measure Northrop Grumman’s efforts at creating an engaging and inclusive environment. The results provided managers insight into more effective ways to address diversity and inclusion among their immediate reports. Future generations have not been overlooked in Northrop Grumman’s diversity goals.
Dr. Tiller, I found that both JP Morgan Chase and Edwards Jones diversity programs start from the top on down to the customer. For example, JP Morgan Chase likes to treat their “clients and customers respectfully and fairly by staying true to the values embedded in their culture, such as personal commitment, honesty, teamwork, diversity, and community awareness” (About JPMC, n.d., para. 2). Whereas, Edward Jones believes in “making a difference in people’s lives by developing strong relationships in the community” (Opportunities, n.d., para. 2). Therefore, I believe both corporations are trying to put in practice what they believe will satisfy their customers and the community.
The timeline for this action plan is designed using the scale of a medium-sized company (approximately 100-200 employees). Do Organizational Diagnosis and Develop Organizational Polices to support Diversity This first stage of the action plan involves a management team gathering information and assessing the organization to determine the level of diversity present. Then in alignment with legal requirements for diversity and the level diversity that is desirous of being achieved organizational polices will be created to meet these standards and create equality and fairness within the organization. The team working with HR will create clear job descriptions that outline all necessary knowledge, skills and abilities needed to perform in job roles and thus the organization will avoid discrimination and negligence and will assess persons solely on the qualifications
Introduction: In this week’s, I reviewed some content from the list of the best firms for multicultural women to discover how a company leverages diversity in the workplace. I chose the company which I will discuss in this assignment known as “General Mills”. General Mills: Green Mills has been tried and tested products in most individuals' homes, mainly Counting Chocula, Oven Strudel, Cereals, and Trumpets. I raised my family also on a similar reliable range of Kix, Go Gort, and Chex Blend.
Leveraging Diversity: PepsiCo University of the People April 23, 2023 Dr. Denisia Dunmore, Instructor PepsiCo is a multinational food and beverage corporation with operations in more than 200 nations. With a diverse customer base and a staff of more than 300,000 workers, the firm understands the value of fostering inclusion and diversity in its business operations. PepsiCo has adopted a number of initiatives and programs to increase diversity in its workforce, marketplace, and community involvement activities (Casserly, 2011). In this paper, I'll show how PepsiCo has used diversity to build a welcoming workplace environment that caters to the demands and tastes of its consumers while encouraging the advancement of underrepresented groups.
& Dechant, K. (1997). Building a Business Case for Diversity. The Academy of Management Execuitive, 11 (3), 21-31. Retrieved from http://www.jstor.org.
Proctor and Gamble mission of Diversity and Inclusion is: “Everyone valued. Everyone included. Everyone performing at their peak”. The diversity is very important for this company. It is deeply rooted in the company's purpose, values and principles.
Goals, including diversity goals, are leveraged (by Target) as a tactic to measure performance against important company initiatives (11). This tactic has proven successful by Target, who boasts, “our total workforce is more diverse than the U.S. population as a whole, and 31% of their corporate board is diverse compared to an S&P benchmark of 15%”. (16). A strategy of identifying and publishing a goal is one way Target has been successful in growing its diverse employee ranks. Establishing a goal in diversity hiring and retention helped Target employees understand that diversity is important; there should be a focus of effort to improve the diversity of their team.
2- Organizing While placing an important goal and a vision for better management of the diversity of the workforce, it is also important to make sure that the company is the appropriate job in organizing the work in such a way that facilitates the integration of diversity in the company's culture and assets invisible process. Administrative organization in the Wal-Mart job to implement workforce diversity plan can be seen from a lot of events and two major ones included here. • The first big event which is considered a milestone in the history of the company is to create a Global Diversity Office, which was established in November of 2003 under the leadership of Jarrells Charlene Porter with enhanced high-performance culture based on the initiative of the insert. Shortly after the establishment of the Global Diversity Office, Wal-Mart has been recognized as a top company to work multicultural business. [3][2] •
ABC Company assumes and cares for the compliance of principles of equality, which is strictly followed by the company. Also, ABC Company pays special attention to the development of policies that contribute to equality of treatment and opportunities between men and women in all processes and activities of the business such as selection process and internal promotion, employment conditions, working time and the same salary range for positions with similar levels. At ABC Company, the diversity is formed by various skills, experiences, perspectives, styles and characteristics (including, but not limited to, gender, age, education, race, disability and sexuality) from our staff. ABC Company recognises that these differences contribute to innovation,
I feel that by integrating a pipeline of predominantly minorities and females your company will be able to have improved diversity in a much faster time frame. As I wrote in my first memo, your company has a lack of diverse leadership in executive positions with no African Americans and only four females on the board of twelve. The value of making an effort to make your company and executives more diverse is one that will make the company more profitable and more distinguished as your mission statement aims to do. Studies from the Federal Glass Commission have found diverse companies to flourish more than no diverse ones. “The study found, the annualized return for the 100 companies which rated lowest in equal employment opportunities issues, average 7.9 percent, compared to 18.3 percent for the 100 companies that rated highest in their equal employment opportunities. "
I’ve experienced first hand the necessity of diversity in a learning environment. Without diversity new ideas are rarely created, debates and discussions are meaningless, and we cannot progress intellectually. However, with a diverse classroom we can experience the viewpoints of people with completely different upbringings and work together to solve difficult problems. Ever since ninth grade my goal has been to get rid of this hive mentality by promoting both ethnic diversity and diversity of thought in my high school. I set out to prove to my classmates that everyone’s opinions and experiences are important, no matter the color of our skin.
When people first hear the word “diversity” in regards to the workplace, they immediately think race. Although this is one of the main forms of diversity in the workplace, there are many other kinds that are prevalent in today’s society. Diversity in the sense of culture, age, gender, mental or physical abilities, etc are all common examples that occur today. The hospitality industry is a universal industry, so it is typical to find many different cultures in various locations at once. For example, on Carnival cruises, one would find that their housekeepers, waiters, or guest services employees hail from a variety of different locations across the world.
Managing a Diverse Workforce According to Chester Barnard, communication must flow from the bottom to the top of a company for the company to be successful, this indicated that employees understand their roles in the company. Chester Barnard, explained the dynamics of a diverse workplace as “characterized by the way different employees accept authority” (Duggan n.d.). He expounded the underlying forces of a diverse workplace as described by the way dissimilar employees consent to authority. Workers must feel their effort is appreciated by other personnel.
Diversity is crucial for a company's success since flexibility and creativity are keys to competitiveness (Kelli Green, 2008). It is very important and necessary for a company to embrace workforce diversity and look for ways to become inclusive because diversity has the potential to generate greater work productivity and competitive advantages (SHRM, 1998). Disney sees diversity as a pillar of its growth strategy, its products and attractions include multiple ideas that strive to meet the needs of global guests, viewers, and fans all over the world (The Walt Disney Company, 2014). According to Paul Richardson, the chief diversity officer, Disney has striven to not only attract but also include individuals who reflect the diverse world that we live. Moreover, Disney seeks to ensure that the workplace is inclusive and provides the opportunity for all of the people to contribute and develop to their full potentials (The Walt Disney Company, 2014).
