PSY FPX 8740 Assessment 3 Human Resource Development and Training

Student 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 entity underscores the significance of stakeholder well-being and embraces the diversity of individuals from varied backgrounds, in accordance with its foundational principles and strategic aims (Woldemariam, 2018). The diversity initiative comprises three core tenets: nurturing positive self-esteem, fulfilling societal roles, and fostering an inclusive workplace atmosphere. Anchored in people-centric decision-making and the preservation of cultural heritage, the program is delineated around corporate diversity, global engagement, partnerships, and empowerment endeavors catering to individuals with disabilities.

Inclusive Practices Across Customer, Workforce, and Ownership

The organization champions inclusivity in both customer interactions and workforce composition, regarding differences as a strategic boon (Jones, 2021). Utilization of multicultural resources facilitates awareness and appreciation among employees concerning diverse values and cultures. Collaborative ventures with external entities strive to afford opportunities for marginalized factions, including individuals with disabilities and veterans, while advocating for multigenerational workforce involvement and endorsing diverse ownership within the hospitality domain (Gupta, 2019).

Global Supplier Diversity and Community Impact

The company’s commitment to global supplier diversity fosters empowerment through collaborations with minority-owned enterprises (Ruel & Tanja, 2020). Through workshops and platforms, the organization actively promotes global supplier diversity across continents, engaging in endeavors that positively influence local communities. Notable examples encompass youth empowerment initiatives in America and initiatives for women’s advancement in Africa (Ainscow, 2020).

Analysis of Modern-Day Relevance

The diversity program mirrors contemporary norms by advocating for racial, cultural, age, and gender diversity (Frajilich, 2020). Initiatives supporting women’s empowerment and LGBTQ+ inclusion underscore the organization’s dedication to addressing evolving societal paradigms (Cletus, 2018). Moreover, efforts to accommodate individuals with disabilities in the recruitment process align with modern inclusivity standards.

Impact on Organizational Success Metrics

Diversity fosters positive outcomes in talent acquisition, retention, and product/service innovation (O’Connor, 2019). Elevated employee satisfaction and enhanced teamwork contribute to organizational efficacy. Nonetheless, diverse working styles may pose challenges to productivity (Volberda, 2017).

Measurement of Effectiveness

Representation metrics will be leveraged to gauge the efficacy of the diversity plan, ensuring equitable representation across demographic cohorts (Biemann & Kim, 2021). Routine assessments will be conducted to monitor progress and address any disparities.

Conclusion

The organization’s diversity program evinces a robust commitment to fostering inclusivity, reflective of its fundamental principles and strategic aspirations. By embracing diversity throughout its operations, the organization not only fortifies its competitive edge but also advances societal empowerment and sustainable development.

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.

Frajlich, A. (2020). Cultural Diversity in the Workplace. In The Ghost of Shakespeare (pp. 265-267). Academic Studies Press.

PSY FPX 8740 Assessment 3 Human Resource Development and Training

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 3 Human Resource Development and Training

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.