Implementing A Diversity Paper

Introduction

As we have conversed in our discussion forum, we need to pay attention to the growth of our organization. To hasten organizational growth, we need to implement a diversity program. As a newly appointed Human Resource Director at Global Business Resources, LTD, I have to review and reflect on how to manage our internal structure to make sure that our company’s goals and objectives are achievable and aligned with the mission and vision statement. The first thing I must do is to introduce the nature of diversity and investigate how a diverse workforce benefits organizational growth and address the possible challenges in creating a more productive workforce along with some recommendations that can empower the process.

Benefits of

As the teams are established with people from different cultural backgrounds, encouraging the generation of new ideas and approaches from different perspectives, leads to fostering creativity and innovation that can promote the performance of the entire team through more effective problem-solving and decision-making processes (Hong et al., 2018).

In addition, a diverse workplace can help our organization expand the reach of our targeted market. Since we have to serve numerous customers from diverse cultures, having a diverse workforce can enable us to learn and comprehend how to satisfy the needs of our clients. This can lead to customer satisfaction and thus, initiate an increase in market share and revenue.

Furthermore, this program can improve the engaging communication of employees. As we are building our diverse organization, we have to ensure that all individuals are treated equally. When they feel valued and respected, they will have a higher degree of job satisfaction (Shore et al., 2019). This can elevate their performance level and retention rate. A diversity program can be the best choice to enhance our brand reputation since the degrees of customer satisfaction and employee satisfaction are elevated due to our commitment to diversity.

Challenges of a Diversity

These issues can be addressed by alerting them to be accountable for their actions. The greatest challenge is that different cultural backgrounds can sometimes lead to generating misunderstandings and conflicts through unintentional discrimination. This can be addressed by fostering an inclusive culture where every individual can share their perspectives freely and collaborate with other employees from diverse cultures.

Recommendations

To fulfill the lack of diversity within the organization and intensify the benefits of a diverse workforce, I would like to recommend some proposals and plans:

• Recruitment strategies: Generate effective strategies to attract talented employees from diverse cultures by expanding recruitment channels and ensuring to signify diversity on the hiring sites.

• Policies and Practices: Make a code of ethics that can be achievable by all employees and by providing equal opportunities to participate and encourage the diverse workforce.

• Diversity Training: Provide organizational training to increase awareness of biases, promote a sense of inclusivity, follow the codes of ethics, and conduct and participate in establishing of an inclusive diverse