Diversity Plan1

DIVERSITY PLAN

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To inject a change that will place the company in a diverse direction, there is a need for

drawing a diversity plan. Sexual orientation will impact the organization in as far as globalisation

is concerned which has integrated the universe into a small homestead. Diversity plan will create

a room for diversification to take place and navigate with ease in the important challenges facing

the organization (Sundy, and Adams 2017). A diversity program is defined as the management of

diversity via tools including the company policies, programs as well as the other efforts geared

towards promoting diversity within the corporation’s servicescape.

The initial steps in coming up with a diversity plan know the existing diversity

management and how the program can be shaped to lead to the success of the program. It is

essential to hold qualitative means of data collection including evaluation interviews and surveys

across all the management level of the organization. Having a clear understanding of the already

existing diversity management can also be achieved via investigating the current policies using

diversity lens (Sundy, and Adams 2017). The questions to answer in analyzing the current

system is whether the policies are strong enough to support a diversified workforce.

After analyzing the current policies, the next phase would be to align the steps in a way

that they fit within the limits of diversified workforce services cape. This step is critical and

hence the top management has to be included which makes sure they flow to the subordinate

levels of the company (Stanley et al. 2019). In coming up with the new procedure, it should hone

diversity training of the managers.

Throughout the implementation of the diversity plan, evaluations should be launched in

between to test the workability of the project. Besides, the programs will serve as the control

experiment, where the program can be woven or changed to be in phase with the company’s

demands and hence see to it the success of the diversity plan.

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One of the significant challenges which can never be avoided in the implementation of

the diversity plan is the whole diversity management of the company might be out of phase. In

that case, it means that all the practices of hiring and promotional benefits done does not

consider diversification within sexual orientation (Stanley et al. 2019). Most LGBT groups have

complained of their seclusion in the promotion and other benefits. In that case, the lack of

diversity management would be overcome by setting in place active management and launching

training for the existing top management staff.

It is, however, essential to note that leadership teams, as well as the top management

level, might pose mixed reactions to the diversity plan. Managers may be concerned with

capitalism issues other than employee issues such as the diversification plan. In that case, top

management seems to be concerned with the benefit of the organization other than employee

issues (Sundy, and Adams 2017). Consequently, placing more emphasis on the diversity plan

might move the top management ideology towards consideration of long-term goals despite the

challenges that might be incurred including disruption in the workflow and capital turmoil.

Senior management needs to be convinced that installing the diversity plan will save the

company from litigation process and huge court fines from LGBT groups.

In line with Hofstede’s cultural dimension, the company must consider, effective

communication of the plan from the top management to the junior levels. The communication

should be open where the CEO addresses the employees directly showing them the importance

of embracing diversity and the benefits to the entire company fraternity. Also, surveys need to be

launched to examine the current policies in relation to the diversity plan (Stanley et al. 2019).

As noted, the existing policies, as well as the top management, need to be analyzed and

examined and if a change is required to fit into a diversified services cape. Implementation
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should start from the companies hiring culture, promotion culture and employee retention for

talent (Stanley et al. 2019). The policies need to cater to a diversified services cape if at all they

are to be retained as a way of elevating the internal client morale and be on the right place with

the legal system.

There is myriad benefit associated with a diversified workforce including elevated

company’s productivity. Diversification is a sure way of hiring and retaining talent at its best.

This is evident from the fact that people from different cultural backgrounds view problems from

different angle hence solve them using various means (Sundy, and Adams 2017). Again, it will

foster knowledge sharing since employees will maintain intact relationships ensuring passage of

knowledge.
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References

Stanley, C.A., Watson, K.L., Reyes, J.M. and Varela, K.S., 2019. Organizational change and the

chief diversity officer: A case study of institutionalizing a diversity plan. Journal of

Diversity in Higher Education, 12(3), p.255.

Sundy, C. and Adams, P.D.V., 2017. DIVERSITY ACTION PLAN FOR SOUTHEAST

KENTUCKY COMMUNITY AND TECHNICAL COLLEGE FEBRUARY 21, 2017.