Values and Diversity
PSY FPX 6740 Assessment 2 Company A shares the same dream of establishing a successful company as all other business individuals in today’s modern world. Company A is a mobile game application developer that produces software in the software development sector. Fifty employees of Company A, which is a small-sized company, are housed in a central headquarters in New Jersey. Although Company A has grown enormously in the past years since its formation five years ago, sales of its mobile game applications have stabilized in the past year. As a company that develops mobile game apps, Company A is proud to stay updated with new trends, yet its staff listing shows that all its employees are white males between their twenties and early thirties. To broaden their personnel, the manager of Company A has employed an Industrial and Organizational (I/O) Psychologist consultant.
Diversity within the Workplace
In the times we all find ourselves in, workplace diversity (WPD) has become an intricate idea. The initial belief that comes up when thinking of diversity is that of the race of the personnel. At the workplace, diversity refers to a workforce made up of members of different races, ethnicities, gender, ages, religions, physical abilities, and other groups (Cletus et al., 2018). WPD complexity has become one of the most significant business and organization management concerns of the modern era, according to Cletus et al., (2018). It has been said that the owner of Company A wishes to diversify the company in order to appeal to a wider variety of customers. Other than allowing for a wider variety of clients, a more diversified workforce can lead to more success. It has been confirmed that diversity leads to a variety of benefits, both internally and externally, including improved problem-solving and improved productivity due to new ideas, more candidates to choose from with improved perspective skills within the company, and improved employee performance when an employee is exposed to a variety of cultures, backgrounds, and ways of thinking in the workplace (Brodock & Massam, 2016). Therefore, diversity can increase within an organization and thereby increase productivity in the workforce and increase profitability.
PSY FPX 6740 Assessment 2 Values and Diversity
Small companies like Company A, however, face a series of challenges in diversifying their workplace regardless of the reason.Small business owners make it normal to experience problems with costs when planning to change the operations of their practice.
It can be difficult to explain the spending and show return on investment (ROI) for WPD, so the implementation of a new diversity program in a firm can be relatively difficult. However, firms applying WPD have been shown to have higher retention rates of employees, reducing recruitment and training new employees’ cost in the long run (Leone, 2020). Better company culture with positive adjustments might result in enhanced long-term employee retention. According to Leone (2020), another dominant constraint to small companies performing better on WPD is the insufficiency of solutions to assist them. That being said, the implementation of whatever plan is always going to be fraught with issues; it is just necessary to identify them and figure out how to overcome them best.
Practices to Introduce
PSY FPX 6740 Assessment 2 A core of your diversity goals is how to find out what differences there are in your workforce along lines of diversity, equity, and inclusion.
In diversity programs, target group members are encouraged to experience and achieve higher levels of employment.
Women and racial or ethnic minorities are usually target groups for such programs, but target any group that is under persistent disadvantage in society overall (Dobbin et al., 2011). Corporate culture is more important than functional needs, in the context of innovations intended to achieve new societal goals. In this case, the functional need is determined by the lack of workforce diversity or regulatory oversight. According to Dobbin et al. (2011), non-diverse firms are as likely to adopt diversity programs as firms with a high percentage of women managers are likely to adopt diversity programs, and therefore pro-diversity firms and business cultures encourage diversity programs. It was found that companies with higher racial and ethnic diversity also had a better chance to perform well financially than those companies with less diversity (Dobbin et al., 2011). By assisting Company A in making its workforce diverse, it will be able to achieve its goal of being profitable. It was found by research that the gender-diverse firms attained 15 percent higher return, and in the US, companies with the combination of ethnicity and race among executives had more earnings (Dobbin et al., 2011). This scenario calls for the below diversity initiatives to achieve Company ‘s goals, which are SIOP and SHRM suggestions: Employee Resource Groups, Mentorship Programs, and Standardization of Interviews.
| Diversity Program | Description |
| Employee Resource Groups (ERGs) | ERGs give visibility to current employees and provide management with alternative viewpoints, experiences, and ideas from employees at all grades. |
| Mentorship Programs | Mentorship schemes match novice workers with mentors who offer advice and guidance, enabling exposure to fresh ideas and viewpoints |
| Standardization of Interviews | Systematic interviews allow all candidates to be assessed on the same basis, avoiding bias and enabling equitable judgment based on standardized parameters. |
Conclusion
An application of a diverse workplace in the small company called Company A is challenging regardless of the reason being. By taking into account others’ differences, a profitable, competitive work environment, and an equable work culture can be achieved. The establishment of greater diversity in employees as well as customers for Company A is possible by utilizing the suggested programs towards making their workplace diverse.
References
Brodock, K., & Massam, G.(2016).How and why to hire a diverse workforce: What you need to know.
Strategic HR Review. Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of the workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration, 9(2), 35-52. Dobbin, F., Kim, S., & Kalev, A. (2011). You can’t always get what you need: Organizational determinants of diversity programs. American Sociological Review, 76(3), 386-411. Leone, M. (2020). Diversity and inclusion in the workplace; benefits, challenges, and strategies for success. McNulty, Y., McPhail, R., Inversi, C., Dundon, T., & Nechanska, E. (2018). https://doi.org/10.1016/j.chiabu.2014.11.005
PSY FPX 6740 Assessment 2 Values and Diversity
Employee voice channels for lesbian, gay, bisexual and transgender expatriation: the work of Employee-Resource Groups (ERGs) and allies.
The International Journal of Human Resource Management, 29(5), 829-856. Muehlemann, S., & Leiser, M. S. (2018). Hiring costs and labor market tightness. Labour Economics, 52, 122-131. Wilson, A. H., Sanner, S., & McAllister, L. E. (2010). An evaluation study of a mentoring program to increase the diversity of the nursing workforce. Journal of Cultural Diversity, 17(4).https://doi.org/10.1016/j.chiabu.2014.11.005
