Differences Between Diversity And Implementation Strategies

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With the many changes in workplace demographics over the past 50 years, diversity within organizations has become extremely important to their success. The necessity of a having an effective diversity plan for many organizations can make the difference between their success or possible failure of their reputation and profitability. In examining the diversity and implementation strategies from two of “The Top 50 Companies for Diversity” it will provide a blueprint for implementing a diversity plan within the ACME Office of Schools.

Understanding Diversity Today
Diversity is “the real or perceived differences among people in race, ethnicity, sex, age, physical and mental ability, sexual orientation, religion, work and family status, weight and appearance, and other identity-based attributes that affect their interactions and relationship.” (Bell, 2012) Because of the wide spectrum of identity-based attributes that define diversity, that can be both real and perceived, is the reason why organizations today need to have a diversity plan in place. “Diversity and equality management concepts have historically been associated with mere legal compliance; the concept has advanced from Affirmative Action and Equal Employment
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At that time the strategies was to provide outstanding employees with leadership skill to go through extensive diversity training. They would then be responsible for analyzing their workplace and developing action plan to take back to their respective job sites and work with the HR departments. Consequently, the program was unsuccessful due to its inability to address very difficult and different cultural issues. Toyota recognized they needed more than affirmative action, but a way to react to change, through having an understanding with all identity groups. (Wiscombe,

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