HR models and gives organizational leaders the lens needed to see new and

Hr models and gives organizational leaders the lens

This preview shows page 3 - 5 out of 9 pages.

“HR models and gives organizational leaders the lens needed to see new and nontraditional sources of talent—including candidates with unconventional education and work histories” ( Jackson, 2019). Business Operations The idea of increased diversity increasing financial profits can be backed and support by statistical data. “The Peterson Institute for International Economics states that companies with 30% of its leaders being female earn 6% more in profits compared to those without female leadership” (The Kaleidoscope Group 2018) With regards to decision making, “ Diverse teams are more likely to constantly reexamine facts and remain objective and they may also encourage greater scrutiny of each member’s actions, keeping their joint cognitive resources sharp and vigilant” (Rock & Grant, 2016). Technological Innovation is another aspect of business that can significantly benefit from an inclusive and diverse workforce. In the book The Multiplier Effect of Inclusion, it talks about how this is a process that “systemically creates greater problem-solving, creativity, and innovative ideas resulting in increased market share, process efficiencies, and business growth” (Byers, 2018). IMPACT OF DIVERSITY ON EMPLOYEES
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Authors Tiffany Jana and Ashley Diaz Mejias write, “When bias is addressed at the organizational level, a more diverse group of people makes the organization more successful. When more people thrive within an organization, the mission and vision can be realized with greater efficiency and focus” (2018). Employee engagement and workforce diversity are related. When employees are actively engaged in their work responsibilities, it helps foster good relationships with their co-workers and the overall work environment becomes more collaborative. “An engaged workplace encourages commitment and energy among the workers of the organization to enhance production and business performance” ( Goswami & Kishor, 2018). PERSONS Notable individuals associated with diversity research and inclusion efforts Dr. Patrick F. McKay has been recognized as a Fellow of the Society for Industrial and Organizational Psychology (SIOP). His areas of specialty include D&I research interests such as diversity climate, organizational demography, employee retention, and job/business performance (Fox School of Business) Eleanor Holmes Norton was the first woman appointed Chairman of the Equal Employment Opportunity Commission and she instituted several new systems and to effectively process charges against companies, organizations, and business who had shown patterns of discrimination against minorities and women (EEOC) Tim Ryan is chair of the steering committee of The CEO Action for Diversity & Inclusion, the largest CEO-driven business pledge of its kind. There are over 300 CEOs of various companies who’ve work together through commitment in providing employees the opportunity, resources and outlets to have meaningful conversations about D&I issues. They focus on developing unconscious bias training and many other initiatives to advance diversity and inclusion (PricewaterhouseCoopers)
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