Human resource managers (HRM) are largely responsible for building and managing the diversity and inclusion guidelines of an organization. By encouraging corporate leadership to sustain a culture that supports this type of culture, HRMs are contributing to the organization’s ability to attract and retain a diverse workforce.
Imagine you are an HRM with a large company. Watch the following video titled Diversity, Inclusion and Belonging:
Please see attached for details and template
Deliverable Requirements: 10 questions from video in development
- When conducting a needs assessment, you can look at demographic data within your organization. You can also examine how your employees feel by collecting what types of cultural data?
- There are many protected classes under the Equal Employment Opportunity Act. Identify 3 classes.
- Identify 1 of the first steps in developing a diverse and inclusive work environment.
- Identify 3 strategies for creating a culture of inclusion.
- Explain 2 strategies that can be implemented to ensure that your employees feel valued in the workplace.
- Explain why reducing turnover can be more cost-effective than employee selection.
- Identify 2 strategies that will improve your organization’s selection strategy.
- As the HR manager, if you are going to change your HR practices, what would you need to address?
- What are 2–3 steps that you can take to evaluate the diversity and inclusion program within your organization?
- Identify 2 ways in which you can communicate the organization’s diversity and inclusion program.