OPMT 620, Individual Assignment 1: Diversity Programs Analysis Report

This assignment delves into the complexities of diversity programs within organizations. It begins by identifying and analyzing the four most common top-down approaches to increasing diversity, such as leadership initiatives, communication of diversity policies, and diversity training, while critically examining the frequent shortcomings of each. Furthermore, the assignment explores the tools that have proven effective in engaging managers in promoting diversity, including diversity retreats, conflict resolution techniques, and technological solutions. It explains the rationale behind the implementation of these tools and their contributions to fostering a more inclusive and equitable workplace environment. The analysis is supported by real-world examples and case studies, offering a comprehensive understanding of the challenges and opportunities associated with building diverse and inclusive organizations.

Individual Assignment (1)
DIVERSE ORGANIZATION Why Diversity Programs Fail?
Question number 1:
What are the four most common top-down efforts to increase diversity? Discuss where do each of these
efforts typically go wrong?
Answer
The four most
common top-
down efforts to
increase diversity
Effort 1 Effort 2 Effort 3 Effort 4
You answer goes
here ==
In order to embrace an
organizational diversity,
the organization get into
moral path, it becomes
quite necessary as
organization with good
diversity builds good team
and synergy and therefore,
leveraging moral values
within the organization. It
ensures equal employment
opportunity. Diversity
enables to have different
perspectives and
alternatives of decision
making in the
organization. Workplace
diversity benefit in
increased creativity,
people from different
regions have different
experience, this exposure
to a variety of different
views and perspectives
leads to higher level of
innovations in
organizations. The most
effective and efficient
organizations, are the
organizations that do not
simply utilize their
diversity in order to have
Communicate
the diversity
policy with
the
employees:
The diversity
policy is
basically a
statement and
an effective
approach to
maintain
organization
value and
making
workplace
more inclusive.
It is also a
formally
written
promise to the
current
employees as
well as for the
future
employees.
The statement
delivers anti-
discrimination
rules and
practices. The
most effective
Training and
educating on
organizational
diversity:
Many
organizations
initiate diversity
program in order
make them
aware about the
importance of
organizational
diversity. It is
highly important
to make them
understand that
how
organizational
diversity can
improve their
relationship with
their colleagues
and employers.
For example :
Google initiate
this kind effort
for
organizational
diversity, the
training helped
the staff
members of
Allowing the each
and every one to
raise their voice:
Decentralised
organization gives the
opportunity to share
ideas where the wider
business can hear.
The best way to
encourage
organizational
diversity is to give
equal chance to share
ideas and believes
within the
organization.
Involving the each
person of the
organization to
involve in business
meeting. Generally
even now in some
organization women
are not given the
equal the opportunity
to get involved in
business meetings
and decision making.
The best way to help
is to encourage the
employees to
establish and

legitimacy with clients,
but use their diversity to
enhance the culture
competence of their
workforce.
Get leaders who can set
a good example and
influence other
employees: Leadership is
one of the essential parts
of the organization which
strengthen the company
culture. A good leader
builds a supportive
workplace and let other
team members to know
why diversity is important
and what the benefits of
having a diversified
organization are. Leaders
create a roadmap for the
team on how to build a
supportive workplace.
They help the team on
how to balance their
personal life and
professional life while
maintaining their own
ethics and morale. Great
leaders are able to
encourage and influence
other leaders and team
with strong values such as
discipline, courage and
humility. They try to
enforce and uphold these
values throughout the
organization’s culture,
and strategies. They could
able to recognise the
team’s accomplishment.
Leaders with good
emotional intelligence and
social intelligence
understand the team
way of
communicate
diversity plan
to the
employees is
through action.
“When you
practice what
you preach,
you become
more credible.
The
organization
must be serious
about the
commitment to
diversity, it
must not be
communicated
only through
words but also
people, should
see the result
of the proposed
commitment.
The several
ways of
communicating
the diversity
policy are:
Sending a
press release to
the local
media.
Encouraging
employees to
provide
feedback and
input.
Design
marketing plan
and its
associated
goals in all the
employees and
customer
Google to
recognise their
own personal
biases and how
those biasness
can highly affect
the decision they
make in their
work place.
Generally, this
file is highly
encouraged
during the
recruiting and
selection
process.
Creating a
platform which
could encourage
combatting
biasness helps
the employees to
overcome and
adapt new
changes and
create good
relationship with
the people of
different
regional
background.
accomplish resource
group. For example:
PepsiCo organization
has 11 resource
groups which include
veterans, ones for
women and those
with differently abled
people.

better. This kind of
approach is referred as
diversity leadership.
Diversity-leadership basic
ally recognizes that the
cultural preferences differ
from person to person and
hence, adapting strategies
and processes that can
improve or work for
understanding group
members group members
is quiet necessary for
today’s organization.. Use
this kind of leadership tool
helps to understand and
adapt many group
processes to
honour diversity across
cultural difference areas.
publication.

Discuss
where do
each of
these
efforts
typically
go
wrong?
Effort 1 Effort 2 Effort 3 Effort 4
You
answer
goes here
==
When the organization
get involved with a bad
and incompetent leader
then the consequence is
suffered by the
organization and its
employees. A leader who
does not encourage
diversity in organization
may fail to deliver
morale ethics and values
throughout its team and
tis may lead to grievance.
If the leader does not
understand the value of
organizational diversity,
then the employees
would not be more
productive. The flow of
creativeness and ideas
from different people go
limitless. Leaders lacking
emotional intelligence
and social intelligence
are unable to understand
other’s feeling which
plays main role in
organizational diversity.
Diversity policy is
more often a policy
statement, the
challenge which the
company face is
delivering the
required and ample
amount of knowledge
about diversified
organisation. Since,
the statement refers to
only policy with rule
and regulation and it
fails to deliver the
importance and
benefits of
organizational
diversity. It is
important to justify
that why diversity is
important in the
organization rather
than just imposing the
rules and regulation
to the employees. It
is assumed that
diversities policy
makes the companies
fairer for the
minorities and
women, but trough
evidence the data
show otherwise. Even
if there is clear
understanding of
diversity policy, the
Training and
educating is
highly important
for
understanding of
organizational
diversity but if
the training is
not delivered
properly there
might be
misinterpretatio
n of things. This
effort can go
wrong or less
effective when
the training
period is short.
As evidence, it
has been argued
that anti-bias
training
activates or
creates
stereotypes,
making
employees more
cognitively
accessible to
people. Recent
researches have
critical
arguments that
training has
inspired the
employees’
Sometimes, it
becomes difficult or
fails to identify racist
practices, analyzing
and identifying
institutionalized
racism practices in
the company may be
involved without
even realizing it.
Some organization
overlooks the highly
qualified people
because of their
color. There must be
honest evaluation
and anti-
discrimination
cooperation from the
workplace for
different kind of
activities in the
organization.

organization fails to
follow. Due to
diversity policy
people get a chance to
discount a claim of
unfair treatment. This
is why there are
certain drawback of
this approach which
needs more effort and
fostering in this
particular field.
unrealistic
confidence for
anti-
discrimination
programs.
Inclusion is
necessary for
individuals to
alter their innate
values, beliefs
and behaviours,
which is why it
is more
complicated to
realize and as
well powerful
when that
happen. The
traditional way
of diversity
training goes
wrong and why
understanding
oneself is key to
overcoming bias
and fostering
inclusion.

Question 2
What are the three tools that have got positive results in getting managers on board in
embarrassing diversity? Discuss why each of these tools started to promote diversity?
Answer
What are the three
tools that have got
positive results in
getting managers on
board in
embarrassing
diversity?
Tool 1 Tool 2 Tool 3
You answer goes
here ==   
 
Diversity retreat
with Planning and
Implementation:
1. Managers have great
responsibility in
creating a healthy
unbiased workplace
environment. There
are many activities
initiated by the
organization in order
to build strong
relation between the
employees within the
organization. The
activities include
outside parties,
holiday on festivals,
celebrating all the
festivals, initiating
games in workplace.
These activities seem
to be very normal but
this initiate building
relationship and give
an opportunity to
respect each other’s
culture. Outside
parties with team
encourages better
understanding and a
Conflict Resolution
Tools:
The conflict
resolution tools
enable the managers
to deal with the
conflicts the various
conflict resolution
tools are avoiding,
compromising,
accommodating,
collaborating and
defeating. This
enables hearing from
both sides and giving
chance to both the
parties to share.
These also enables
the manager to
get to the root of the
problem,
educating the
employees to
appreciate each other
differences and
finding common
ground.
Technological tools:
The technological
tools involve various
software which
promote unbiased
recruiting. As
evidence, there has
been a study which
demonstrates the
benefits of an
diversified workforce
which include
increased financial
return. Keeping this
in mind, in overall
there all ten such
programs that
companies adapt in
order to encourage
unbiased and
unethical hiring of
employees and
promote
organizational
diversity. The 10
programs are:
Blendoor
Unitive
SP Success Factor
Texito
Door of clubs

good approach
towards friendly
nature. Managers
usually get into these
following activities in
order to promote
cultural diversity.
The following
activities are:
Getting adequate
training for global
citizenship, it helps
improving cultural
diversity in
workplace.
2. Try building bridge
in order to fill the
culture gap with good
communication skills.
3. Practice good
manners and adapting
good mannerism.
4. Celebrate traditional
holidays, festivals,
and food as well.
5. Make good contact
with others and listen
and observe to
foreign customers
and colleagues.
6.
Diverse Talent
Identification
Platform
GapJumpers
Piazza Career
Entelo Diversity
Intervewing.io
HRx Technology
Discuss why each of
these tools started to
promote diversity?
Tool 1 Tool 2 Tool 3
You answer goes
here ==   
 
Diversity retreat :
The managers need to
plan and implement
diversity plan. The
planning and
implementation
process of diversity
plan involves
In organization,
people from different
background with
various personal traits
such as gender, age,
marital status, race,
ethnic, religion,
origin, education and
It is no secret that
many tech companies
are overwhelmingly
staffed by white
males. This issue has
been creating
problems in the
companies which are

mapping out unique
way in order to create
an initiation towards
diversity in the
organization for the
employees. It
becomes important
for the manager to
discuss in a non-
professional setting
so as to deliver the
issues which is
common in
organization
regarding racism. A
diversity retreat is
also initiated which
allow the employees
to get to meet and
know and the other
employees and
develop an
appreciation for each
other even outside the
work.
other secondary
qualities work
together. Therefore,
there are many
chances of emerging
conflicts and
grievances within the
employees. Managers
need to deal with
these conflicts and
grievances; an
essential tool of
managing the
workplace diversity is
by the ability to
handle conflicts. A
discrepancy rises due
to difference in
perception, thoughts
and believes, this
must be handled with
proper attention and
promptly. Since,
these conflicts can
lead to disturbance in
personal issues and
can hamper the
workplace
environment. The
manager must be
clear about the
diversity objective.
While discussing or
dealing with the
conflict the mangers
needs to take fair
decision, factual in
process. Taking the
views of each
conflicted party and
asking counter
questions would help
to solve the conflicts.
The manager needs to
get into the bottom of
the issue, instead of
complicated and
unethical. It is over a
debate whether or not
it is a hiring issue, a
hostile workplace or
pipeline problem.
Therefore in order to
overcome and deal
this kind of issues
these kinds of
programs were
initiated and widely
used in companies.
These programs hire
people without
delivering any racism
issue where the
programs do not add
any photo or
candidates name to
avoid any
unconscious bias in
hiring. These apps
show the candidate
about the company
information on
employee resource
group, diversity in
executive leadership
and inclusion
program.

blaming only one
party. The most
important part is that
the employees must
understand their
mistake and accept
everyone,
appreciating their role
in office