FINAL PROJECT

ENGLISH-II

GROUP MEMBERS:
ABUBAKR
SHAHDAB
M ABDULLAH
HAFSA ARSHAD
 TABLE OF CONTENTS
1. INTRODUCTION
2. REASON FOR SELECTING THIS TOPIC
3. METHADOLOGY
4. KEY FINDINGS
5. RECOMMENDATIONS
6. CONCLUSIONS
7. QUESTIONAIRE
 Introduction
• Diversity and inclusion in the workplace
refer to respecting valuing differences of
all individuals who contribute to an
organization's success, regardless of their
race, ethnicity, gender, age, religion, or
disabilities.
• The aim is to explore how workplace
diversity and inclusion affect employee
engagement and organizational
performance.
• Aims to identify any barriers or
challenges faced by organizations in their
efforts to foster diversity and inclusion.
REASON FOR SELECTING
THIS TOPIC
• In today's globalized world,
having a diverse workforce has
become increasingly important
for organizations.
• As a business management
student, I am interested in
exploring how organizational
diversity and inclusion
• Can impact employee
engagement and organizational
performance.
QUESTIONAIRE: (MCQS BASED)
1. Which of the following is considered a criterion for effective employee resource groups (ERGs) as established by Diversity Inc.?
a. The leader of the group is the CEO or a direct report to the CEO. b. The group has a formal charter.
2. What type of diversity is likely to be the most significant between identical twins who have been raised in the same household and
who have the same level of education?
a. Thought diversity b. Experiential diversity

3. Which workplace solution would help address wage and career achievement gaps while also attracting a more diverse workforce?
a. Cultural taxation b. Gender-neutral paid parental leave
4. Which factor is essential for the success of a diversity and inclusion initiative?
a. Shareholder pressure b. Executive commitment
5. 5. An organization works on empowerment, accountability, courage, and humility as cultural fundamentals in order to
instill psychological safety in its employees. What effect can such a culture help prevent?
a. Cultural taxation b. Impostor syndrome
6. How should an HR professional make a strong business case for incorporating a diversity and inclusion strategy in an organization?
a. By connecting individual components to specific competitive advantages b. By linking it directly to the organization's
mission, vision, and business objectives
7. How can the hiring and recruitment process be designed to promote feelings of inclusion in candidates who do their first round of
interviews using videoconferencing?
a. Candidates virtually meet with a wide range of people at the organization. b. Provide all candidates with a survey asking
them about diversity, equity, and inclusion.
8. Which best describes how an organization's focus on diversity is a benefit to its recruitment efforts?
a. It reduces the costs of recruitment activities. b. It enhances the employment brand to
attract talent.
9. An organization has implemented a recruitment and hiring program to increase the diversity of its workforce, but the retention rate
for new hires is low. What step would offer the most help in correcting this problem?
a. Implementation of employee resource groups b. Message from the CEO to all employees
about the reason for pursuing diversity
10. What best describes an employee resource group?
A. Labor-management committee to promote diversity and inclusion in the or B. Affinity group that can serve as a social and
professional network for employees
 METHADOLOGY

• I collected data by distributing the

questionnaire to ten employees in
different organizations.
• I selected participants who worked
in organizations with a diverse
workforce.
• The responses were collected
anonymously, and the sample was
diverse in terms of gender,
occupation, and organization type.
 KEY FINDINGS
• The results showed that while most participants agreed that their
workplace has diverse representation, not all felt included and valued.
• A few participants reported experiencing discrimination at work on
the basis of their gender, ethnicity, or religion.
• Furthermore, most participants felt that diversity and inclusion
policies are effective in their organizations.
• However, only a few organizations provided cultural sensitivity
training or flexible work arrangements.
• Finally, most participants agreed that diversity and inclusion initiatives
contribute to employee engagement.
 RECOMENDATIONS
• Based on the findings, it is recommended
that organizations develop and
implement policies and practices to foster
diversity and inclusion.
• Providing cultural sensitivity training
• Implementing flexible work
arrangements
• Creating employee resource groups
• Regularly evaluating and improving
diversity and inclusion policies.
 CONCLUSIONS
• The study highlights the
importance of diversity and
inclusion in the workplace in
promoting employee engagement
and organizational performance.
• Organizations can benefit from
promoting diversity and inclusion
by creating an inclusive and
welcoming workplace culture
that values and respects
differences.