DIVERSITY PROJECT KICKOFF PRESENTATION

Increasing Diversity and Inclusion at Work This week, please share your thoughts about increasing diversity and inclusion at work. Here

are some ideas to get you started:

 What actions can you take as a leader to foster diversity in an organization? What

actions have you noticed at your current work setting to address diversity and

inclusion?

 Discuss why diversity and inclusion is important for organizational success.

 What outside resource (image, video, credible or scholarly article, research study, web

resource) best reflects your experience or interest related to improving diversity and

inclusion? Share the link within your post. Why did you pick this item to share?

 What about this week's content did you find to be of most interest to your professional

development and/or academic journey?

There are several ways to foster diversity in an organization. Assist in the creation of an inclusive atmosphere in all areas. Ensuring that every voice is heard and that all employees feel safe and secure to share their opinions guarantees that employees feel comfortable doing so in the future (Guillaume et al., 2017). Addressing bias issues immediately and honestly ensures that the leader remains on top of this issue. Providing a safe working environment for everyone is essential to support employees and reports quickly and transparently. To attain more varied individuals, writing the job advertising more carefully is critical as this is the main instrument for screening and looking for fresh prospects. The language used in the job advertisement makes a difference to attract a more varied, diverse candidate pool. The establishment of an inclusion committee comprised of individuals devoted to inclusion would be ideal for creating strategies that increase diversity (Guillaume et al., 2017). Lastly, educated managers are key to the development, progress, and maintenance of diversity in the workplace (Szőcs & Miska, 2020).

Because workforce diversity and inclusion has been identified as a significant driver of internal innovation and company growth, it is critical for organizational success (Chrobot-Mason & Aramovich, 2013). Product development and the creation of new markets benefit from variety. Groups of problem solvers with a wide range of abilities outperform groups of problem solvers with a narrow range of abilities (Chrobot-Mason & Aramovich, 2013).

References

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Chrobot-Mason, D., & Aramovich, N. P. (2013). The Psychological Benefits of Creating an Affirming Climate for Workplace Diversity. Group & Organization Management, 38(6), 659– 689. https://doi.org/10.1177/1059601113509835

Guillaume, Y. R. F., Dawson, J. F., Otaye, E. L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity? Journal of Organizational Behavior, 38(2), 276–303. https://doi.org/10.1002/job.2040

Szőcs, I., & Miska, C. (2020). Ethics in the context of cross-cultural management. In B. SzkudlarekL. Romani, & D. V. Caprar The SAGE handbook of contemporary cross-cultural management (pp. 227-239). SAGE Publications Ltd, https://www-doi- org.library.capella.edu/10.4135/9781529714340.n18

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