...Diversity of New York Life Karrie McHugh Managing Global Diversity Table of Contents Page 3 - Executive Summary Page 4- Organizational Background Page - Selected Criteria/Audit Method Page - Description of the Organization’s Diversity Initiatives Page - Evaluation of the Organization’s Diversity Initiatives Page - Recommendations Page - References Executive Summary This paper is designed to explain the diversity audit on New York Life. They are a large organization that has been around since 1869. They have been a life insurance company that has survived through many tragedies. They claim to be a very diverse workplace. New York Life has established a diversity program that states “The New York Life Supplier Diversity Program is designed to ensure that diverse businesses have equal access to our procurement processes. Currently, the businesses we include as diverse suppliers are minority-owned, women-owned and Lesbian, Gay, Bisexual and Transgender (LGBT)-owned businesses. Our program has the enthusiastic support of our Chairman, President and CEO, Ted Mathas. Some of our current initiatives involve exploring innovative approaches to facilitate diverse business inclusion in non-traditional areas like management consultants and investment firms. We will continue to expand our customer base for diverse businesses and participate in activities that will introduce the company to new diverse suppliers. We are also encouraging our prime suppliers to subcontract...
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...Madrid, Spain Diversity Assessment Tools: A Comparison Abstract: Much has been written about how to address diversity in the human resources function (recruitment, retention, professional development etc.) but less has been written about how to develop strategies to leverage diversity in other areas. This study proposes an approach to exploring diversity through the value chain and a tool to help an organization assess its strategy. The Diversity Audit Tool (DAT) was developed from an analysis of current diversity practices in the Information Communications and Technology (ICT) Sector in Canada. This paper will review the dimensions of the tool and compare it to six other diversity lenses. Keywords: Diversity assessment, diversity audit tool, diversity lens, “business” case for diversity. Increasingly corporations in Canada have stressed the importance of embracing diversity and have stressed the benefits of creating inclusive work environments which: Promote the work of all organizational members and ensures that it is acknowledged, respected, and that employees are compensated equitably for it Value diversity both within the organization and outside of it Implement a meritocracy – rather than non-job-related ascribed characteristics – ensuring the need for equality and fairness underpins the organizational culture Emphasize individual accountability at all levels of the organization Constantly communicate the organization’s commitment to diversity both through...
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...Operational Management: John Deer Case Study The company that has been chosen for this case study is John Deere Equipments. This company was founded by John Deere in 1837 and was incorporated in 1868 as Deere & Company. John Deere started this company as a one-man blacksmith shop and it is now a worldwide corporation that has its offices in more than 160 countries and employs more than 46,000 people. John Deere is one of the oldest industrial companies in the United States and it is guided by the original values of quality, innovation, integrity, and commitment that John Deere instilled at the beginning. The business strategy of John Deere, in their own words is: “We aspire to distinctively serve customers — those linked to the land — through a great business, a business as great as our products. To achieve this aspiration, our strategy is: Exceptional operating performance, Disciplined SVA growth, Aligned high-performance teamwork Execution of this strategy creates the distinctive John Deere Experience that ultimately propels a great business and, for all with a stake in our success, delivers...Performance That Endures” (1). The company is always striving to give its stakeholders the maximum value for their money by continuous improvement and growth in all sectors of the company. The company is organized into four manufacturing divisions: · Agricultural Equipment – products for farms; · Commercial and Consumer Equipment – equipment related to lawn and ground care, residential...
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...Operational Management: John Deer Case Study The company that has been chosen for this case study is John Deere Equipments. This company was founded by John Deere in 1837 and was incorporated in 1868 as Deere & Company. John Deere started this company as a one-man blacksmith shop and it is now a worldwide corporation that has its offices in more than 160 countries and employs more than 46,000 people. John Deere is one of the oldest industrial companies in the United States and it is guided by the original values of quality, innovation, integrity, and commitment that John Deere instilled at the beginning. The business strategy of John Deere, in their own words is: “We aspire to distinctively serve customers — those linked to the land — through a great business, a business as great as our products. To achieve this aspiration, our strategy is: Exceptional operating performance, Disciplined SVA growth, Aligned high-performance teamwork Execution of this strategy creates the distinctive John Deere Experience that ultimately propels a great business and, for all with a stake in our success, delivers...Performance That Endures” (1). The company is always striving to give its stakeholders the maximum value for their money by continuous improvement and growth in all sectors of the company. The company is organized into four manufacturing divisions: · Agricultural Equipment – products for farms; · Commercial and Consumer Equipment – equipment related to lawn and ground care, residential...
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...| | | | | Question 2 3 out of 3 points | | | A(n) ____ is a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.Answer | | | | | Selected Answer: | diversity audit | Correct Answer: | diversity audit | | | | | Question 3 3 out of 3 points | | | To make sure that people of all racial and ethnic backgrounds have the same opportunities, companies should ____.Answer | | | | | Selected Answer: | survey employees about their perceptions and satisfaction | Correct Answer: | survey employees about their perceptions and satisfaction | | | | | Question 4 3 out of 3 points | | | In a recent meeting, San Mateo County Supervisors voted unanimously to conduct a(n) ____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.Answer | | | | | Selected Answer: | diversity audit | Correct Answer: | diversity audit | | | | | Question 5 0 out of 3 points | | | Affirmative action programs are typically designed to ____.Answer | | | | | Selected Answer: | create homogeneous...
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...FINS3626 Group Assignment Evaluation of BBG, DJS, TEN, EWC Executive Summary Phenomenal growth of interest in corporate governance has emerged in recent years. The body of literature on the subject has grown markedly in response to successive waves of large corporate failures. Furthermore, there have been numerous attempts to define what constitutes ‘good corporate governance’ and to provide guidelines in order to enhance the quality of corporate governance. It must, however, be acknowledged that while everyone advocates and wants corporations to maintain ‘good corporate governance’, measuring the quality of corporate governance structures of the Australian companies has been, at best, very difficult. The major contribution of this report is to develop a simple and effective measurement model to rate the corporate governance structures of four companies. In effect, this report hopes to shed light on factors that should be taken into account in order to make sound investment decisions. The report concludes that David Jones would be the best investment decision amongst the four companies. The rest of the report is structured as follows. Section 1 details our ‘Corporate Governance Assessment Model’, comprising of six governance-related factors and associated measures. Section 2 outlines our assessment of the corporate governance quality of each of the four companies, as well a brief description of the company. Section 3 shows our firm’s conducted comparison of the four...
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...Company X is committed to ensuring our customers are completely satisfied with any interaction they may have with our organization. In order to be the leader in our industry, we must establish an unwavering confidence between our customers, suppliers and stakeholders. Company X is committed to excellence and providing a workplace that instills the values and morals our customers have come to expect. To ensure that everyone associated with our company exudes the standards of a world class organization the following code of conduct has been established for all employees to adhere to. This code of conduct is a guideline to provide an environment of fair and ethical treatment for all employees, suppliers and customers. This code of conduct sets forth the core values of our company and the expectation that all employees perform their duties with honesty and integrity. Examples of acceptable or unacceptable behaviors in accordance with the core values of Company X: 1. Employees will treat everyone including employees, customers or suppliers with fairness and respect regardless of race, sexual orientation, gender or religion. 2. Conflict of interest: Avoid a conflicting personal interest with the interest of Company X, a customer or a Company X supplier. 3. Report any unethical, unlawful, or unsafe situations or behavior. It is the duty of all employees to report any of this misconduct in order to protect your coworkers and Company X from wrongdoings. 4. Gift...
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...HR 582 DIVERSITY AUDIT WALMART Yeliz Makuloglu Executive Summary An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, they make business sense for both for profit and not for profit companies. Creating a diverse workforce provides tremendous opportunities for organizations and individuals to tap into the ideas, creativity and potential contributions inherent in a diverse work force. In this paper we will be analyzing WALMART and its diversity workforce. Most of the information was conduct from the manager who is working at WALMART located Clearlake. Organizational Background This paper will be evaluating the diversity initiatives of Wal-Mart. Sam, who first brought the idea of this corporation, traveled the country studying everything he could about discount retailing. He became convinced American consumers wanted a new type of store. Trusting his vision, Sam and his wife Helen put up 95 percent of the money for the first Wal-Mart store in Rogers, Ark. Discounters such as Kmart quickly expanded in the 1960s, while Sam only had enough money to build 15 Wal-Mart stores. In 1972, Wal-Mart stock was offered for the first time on the New York Stock Exchange. With this infusion of capital, company grew to 276 stores in 11 states by the end of the decade. The first Supercenter opened...
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...corporate governance practices for 2014, including compliance with the ASX Corporate Governance Council’s Corporate Governance Principles and Recommendations for the year ended 31 December 2014 and as at the date of this Annual Report. A graphical representation of Caltex’s Corporate Governance Framework (CG Framework) is set out below. Delegation MD & CEO Board Independent Advice • Independent legal or other professional advice Audit Committee • Audit Committee Charter OHS & Environmental Risk Committee • OHS & Environmental Risk Charter Oversight through reporting • External auditors External Auditor Policy • Internal Audit • Board Charter • Board Tenure Policy • Board Composition, Appointment, Induction & Election • Charter of Director Independence • Delegation of Authority • Performance Evaluation Process • Policy for Transactions with Chevron • Risk Management Summary • Continuous Disclosure Policy • Securities Trading Policy • Shareholder Communications Policy • Code of Conduct • Diversity and Inclusion Policy Human Resources Committee • Human Resources Committee Charter Delegation Accountability Accountability Assurance Delegation 4 Caltex Leadership Team (CLT) Nomination Committee • Nomination Committee Charter The CG Framework is regularly reviewed and updated in response to changes in Caltex’s business, Australian corporate governance practice and the law. 1. The Board 1.1 Role of the Board ...
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...A Diversity Audit in Mental Health Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees...
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...A Diversity Audit in Mental Health Setting Chantell Douglas TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the...
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...A Diversity Audit in Mental Health Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees...
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...A Diversity Audit in Mental Health Setting TABLE OF CONTENTS EXECUTIVE SUMMARY Page 3 INTRODUCTION Page 4, 5 BACKGROUND Page 5, 6 LITERATURE REVIEW Page 6, 7, 8, 9 BENEFITS OF MANAGING DIVERSITY Page 9, 10 PROGRESS TOWARDS MANAGING DIVERSITY Page 10, 11 RESEARCH QUESTIONS Page 11, 12 METHODS ` Page 12, 13, 14 DISCUSSION Page 14, 15, 16 LIMITATION Page17, RECOMMENDATIONS Page 17, 18 REFERENCES Page 19, 20, 21, 22 APPENDIXES A Page 23 APPENDIXES B Pages 23, 24, 25, 26 EXECUTIVE SUMMARY The purpose of this study was to determine the extent to which employees...
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...Apple has sustained their presence in the computer business world. Apple was founded in 1976, by Steve Wozniak and Steve Jobs in the USA. Over the years leadership has changed frequently Apple has had four CEO’s . Several changes in its planning and organizing but the focus has been consistent with the gaining the market share in PC. Even through the management changes within the organization as maintained its global presence always rebounding with new innovative products and services. Apple has offices in the USA, Europe, and the Far East. According to Apple holds 4% of the world market of personnel PC’s. Apple employs approximately 17k employees across world. Apple broadened their horizons globally with Japan and China and set up a daughter company branched out of Taiwan-Umax Data Systems that sold Apple products in Asia. The best example of global presence is the development of iTunes. Technology Despite the management issues within Apple Inc., technology was never a problem. Apple since its inception has strived to stay ahead of its competitors. Mismanagement in the leadership of the company never affected the planning and organization of development of technology. The Macintosh PC has been their signature product. Lack of planning in the early caused a severe blow within the organization. There was an overwhelming demand for their product in the 1990’s. The sales were underestimated and Apple had $1 billion worth of unfilled orders...
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...Managing Global Diversity | | Owner | 10/21/2010 | | Deloitte Diversity Audit Organizational Background: Deloitte is a staple in the financial accounting industry for over 100 years. In this time frame they have continued to revamp themselves to still remain relevant not only for their trade of accounting but developing its primary asset, their employees. Deloitte help set the standard after the crash with audits and regulations that led to more thorough accounting practices. Recognition for women and minorities is a huge initiative that has been driving a lot of their success into the 21st century. The investment in information technology would pay dividends to back up, store, and process electronic accounting data for Deloitte. The merger of the big 4 completion in 2002 the financial accounting industry will never be the same. PricewaterhouseCooper, Ernest & Young, KPMG, and Deloitte round out the big 4 audit firms. Deloitte is currently the largest of the big four by a narrow margin. All of the big four are among the top places to work (2009) nationally and in their respective headquarter locations. Since the 2000’s Deloitte has become an industry leader and model organization. The focus on recruiting the right talent to continue pushing the bar has been successful for Deloitte. Deloitte is striving to separate themselves from the big four and set the trends for the accounting industry. Criteria/ Audit Methods: 1. Diversity mission statement ...
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