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DIVERSITY INTIATIVES & BEST PRACTICES

DIVERSITY INTIATIVES & BEST PRACTICES. CHAPTER 2. Organization’s Interest. Is a Productivity Issue Adversely affects employee relations Attitudes Retention Turnover. Organization’s Interest. Is a Risk Management Issue Negative Impact on profit earnings

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DIVERSITY INTIATIVES & BEST PRACTICES

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  1. DIVERSITY INTIATIVES & BEST PRACTICES CHAPTER 2

  2. Organization’s Interest • Is a Productivity Issue • Adversely affects employee relations • Attitudes • Retention • Turnover

  3. Organization’s Interest • Is a Risk Management Issue • Negative Impact on profit earnings • Client dissatisfaction with service • Precursor to discrimination lawsuits

  4. Organization’s Interest • Rising Spending Power of Minority Groups • Latinos spend > $450 billion / year • $8+ billion / year in Dallas – Fort Worth • Internationally, minorities & women represent $1.3 trillion market

  5. FEDERAL GOVERNMENT • Changing Demographics impacts • WHO will deliver services • HOW services will be delivered • TO WHOM • Composition of the workforce

  6. FEDERAL GOVERNMENT • US Merit System Protection Board • Held 1st Symposium on Diversity • Leadership & H R Experts attended • 2 Panels: 1 focused on Policy issues, while other focused on Actions –what did or did not work

  7. Symposium Key Conclusions • Managing Diversity – All Managers must • Managing Diversity - Not a choice • Managing Diversity – Part of Efficiency • No Single Approach to Managing Diversity • Achieving diverse workforce and Managing Diversity must be concurrent

  8. PRIVATE SECTOR • Common Success Factors • CEO Support • Part of Strategic Plan • Specific to Organization • Inclusive of All Races, Cultures • Addresses Stereotypes, Prejudices • Total Accountability • Tracks Progress & Is Comprehensive

  9. STATE & LOCAL GOV’T • Best Practices Organizations had these factors in Common: • Formal Process in Writing • Human & Fiscal Resources devoted • Process integrated, ongoing & measurable • Efforts decentralized, sense of ownership • Training not limited to Managers • Compares performance to Private sector

  10. STATE & LOCAL GOV’T • Continued • Reviews and Monitors Progress • Recruiting & Retention linked to Performance • Accountability for results

  11. DIVERSITY AUDIT • Must know Purpose • Interview of Employees/Survey • Inspect Facility • Give Feedback • Determines prevailing diversity culture

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