Accountability
In regards to the above goals, I feel that it must be a team effort from everyone in the organization in order to implement, but do feel that some actions need to take place first in order to get everyone within the organization involved. First, it is the responsibility of Senior Leadership, including the Diversity Officer, and Human Resources to ensure that the appropriate steps are taken to educate all current and future employees about the current and proposed diversity efforts and what needs to be done to reach our goals for creating a diverse workforce. It is then up to the managers and individual employees get involved with the different programs, whether it be being a part of the Diversity Committee, ERGs, intranet blogs …show more content…
These surveys can help capture the perceived benefits of programs that qualitative measures may miss. They would allow for the employee to give input around the effectiveness of the diversity programs and initiatives and give insight to which diversity programs they feel are most crucial and yield the greatest efficiencies. These surveys could be written to include similar information that was included in the initial survey that would have been completed. The initial survey would serve as a baseline for these questions, therefore being able to track progress or lack of progress over that baseline. Questions pertaining to opinions and experiences of the diversity initiatives, feeling welcome, trust, transparency, and fairness, etc. would be ideal to include in the survey. This type survey can also give valuable information as it relates to employee satisfaction scores and also could give some valuable insight as to turnover rates. Again, the organization would need a baseline in regards to these two areas in order to make an accurate comparison. These survey results could be available to the employees, along with the organization's diversity goals, via the organization’s intranet or through email communication. Whichever way is decided upon, the employees still need to know the results and …show more content…
become involved in one diversity initiatives throughout the year, attend a cultural competency training, mentor a new employee, offer bonuses for meeting diversity ratio’s to management, etc.). This would ensure accountability is being held, as well as commitment, at all levels surrounding diversity initiatives. Periodic review of those goals throughout the year would need to be done to ensure alignment with the business goals and if not, then changes could be made and goal
In regards to the above goals, I feel that it must be a team effort from everyone in the organization in order to implement, but do feel that some actions need to take place first in order to get everyone within the organization involved. First, it is the responsibility of Senior Leadership, including the Diversity Officer, and Human Resources to ensure that the appropriate steps are taken to educate all current and future employees about the current and proposed diversity efforts and what needs to be done to reach our goals for creating a diverse workforce. It is then up to the managers and individual employees get involved with the different programs, whether it be being a part of the Diversity Committee, ERGs, intranet blogs …show more content…
These surveys can help capture the perceived benefits of programs that qualitative measures may miss. They would allow for the employee to give input around the effectiveness of the diversity programs and initiatives and give insight to which diversity programs they feel are most crucial and yield the greatest efficiencies. These surveys could be written to include similar information that was included in the initial survey that would have been completed. The initial survey would serve as a baseline for these questions, therefore being able to track progress or lack of progress over that baseline. Questions pertaining to opinions and experiences of the diversity initiatives, feeling welcome, trust, transparency, and fairness, etc. would be ideal to include in the survey. This type survey can also give valuable information as it relates to employee satisfaction scores and also could give some valuable insight as to turnover rates. Again, the organization would need a baseline in regards to these two areas in order to make an accurate comparison. These survey results could be available to the employees, along with the organization's diversity goals, via the organization’s intranet or through email communication. Whichever way is decided upon, the employees still need to know the results and …show more content…
become involved in one diversity initiatives throughout the year, attend a cultural competency training, mentor a new employee, offer bonuses for meeting diversity ratio’s to management, etc.). This would ensure accountability is being held, as well as commitment, at all levels surrounding diversity initiatives. Periodic review of those goals throughout the year would need to be done to ensure alignment with the business goals and if not, then changes could be made and goal