Cloud Development: Affinity Groups, Diversity, and Inclusion Report

This report addresses the significance of affinity groups within Cloud Development, focusing on the recent decision to support working mothers. The email highlights the need for diversity and inclusion, recognizing the positive influence of affinity groups on company decision-making and brand image. The report emphasizes the benefits of understanding the challenges faced by working mothers to develop better products and services. Furthermore, it discusses the legal obligations associated with the initiative and the importance of creating a welcoming environment for minority groups. The management anticipates full employee support to achieve Cloud Development's vision of becoming a top-ranking company, viewing this initiative as a contribution to society. The references provided include research on affinity groups, workplace identity, and diversity and inclusion.

To: All Employees
Subject: Importance of Affinity Groups for Cloud Development
A Very Good Morning to all the Employees!
This email is written with regards to a recent decision made by the organization on the introduction
of support for the Affinity Groups in our society. The choice of the affinity group that the
organization will be supporting are working mothers. It was identified that the need for introducing
diversity in our company had become mandatory. Alike many other organizations, Cloud
Development recognizes the positive influence of affinity groups in the decision-making of a
company and the overall benefits that an organization can gain from the same. It was recognized that
an association with affinity groups is likely to bring in more ideas on the problems faced by working
mothers and the best solutions our company can produce in order to cater to this growing part of our
society (Glassman and Glassman, 2017). Along with this, association of affinity groups is recognized
as an exceptional tool for showcasing diversity initiatives on our company website which would
enhance the brand image of the organization as a whole. Cloud Development is required to meet its
company objectives and use every aspect at disposal to market its brand as an all-inclusive
organization. Thus, the association with an affinity group is considered to be the top most priority for
the company in the days to come (Lambertz-Berndt, 2016).
Apart from this, I would also like to take this opportunity to highlight that some of our team
members would be required to work closely along with the affinity group to understand the internal
and external environmental conditions that drive the day-to-day living of working mothers. It is
anticipated that a closer insight into the lives of women would assist the organization in gaining a
better perspective on the products and services that can be developed to ease the lives of women who
work hard to create a balance between their professional and personal lives (Welbourne, Schlachter
and Rolf, 2015). It is also estimated that the presence and integration of an affinity group would

assist the organization in presenting itself as vibrant company and invite highly skilled employees to
apply to the job openings. Affinity groups association is also likely to assist in spreading an
impression that the organization has a welcoming environment for minority groups and those without
much appreciation in the workplace community. Working mothers have the capability to add an
ever-lasting impression on the overall business functions. However, there lies certain legal
obligations, terms and conditions that all employees will be required to adhere to (Nair and Vohra,
2015). To conclude, the management expects the support of every employee in the management and
association of working mothers in our organization as diversity and inclusion has become the
paramount objective of Cloud Development in the recent years. Our support for such groups must be
viewed as our contribution to the society and the community as a whole. The expansion of Cloud
Development has enabled our business to extend a helping hand in the development and progress of
working mothers and women with aspirations. We expect the complete devotion of our employees to
this cause and assist the organization in meeting its vision to become a top ranking company in the
days to come.

References
Glassman, A. M. and Glassman, M. (2017). The Use of Affinity Groups by Fortune 100 Firms.
Journal of Business Diversity. Vol 17(2). Pp 104-105.
Lambertz-Berndt, M. M. (2016). Communicating Identity in the Workplace and Affinity Group
Spaces. Studies in Media and Communication. Vol 4(2). Pp 110-115.
Nair, N. and Vohra, N. (2015). Diversity and Inclusion at the Workplace: A Review of Research and
Principles. Indian Institute of Management. Pp 22.
Welbourne, T. M., Schlachter, S. and Rolf, S. (2015). Employee Resource Groups: An Introduction,
Review and Research Agenda. Academy of Management Annual Meeting Proceedings. Vol 1.