Survey of Corporate Diversity Practices of the S&P 100 March 2013 Table of Contents FOREWORD ....................................................................................................... 1 EXECUTIVE SUMMARY ................................................................................. 2 EXAMINING THE 10 KEY INDICATORS .................................................... 7 1. Equal Employment Opportunity (EEO) Policy ........................... 8 2. Internal Diversity Initiatives ..
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g Thinking About Diversity and Inclusion University of Phoenix 9/28/11 Instructor: Sheila Ferguson What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks. The dimensions of cultural diversity include age, ethnic heritage, gender, mental or race. This is different terms of dimension diversity, because the important of this terms impact on our early social life, values, and throughout every stage of life. According
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place the following characteristics: a. solid reputation; b. provide clear job objectives; c. present challenges and learning opportunities; d. create a culture of accountability; e. offer attractive compensation; and f. create a culture of diversity and inclusion. Solid Reputation One of the best ways to attract superior employees is to be a top company. Needless to say, high achievers want to work for companies that have excellent reputation, exemplary management and top of the line products
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According to Chapter one of the textbook (Schaefer, 2011), the dimension of cultural diversity groups is: racial groups, ethnicity groups, religion groups, gender groups. The other dimensions of culture diversity that also categorize other groups are set apart on the basis of age, disability status, physical appearance, and sexual orientation. These groups share five characteristics, “unequal treatment, distinguishing physical or cultural traits, involuntary membership, awareness of
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One of the pressing issues that we face in diversity is what children are being taught by adults? After all, adults and parents go on to become role models and children imitate what they see and what they are taught. There are various sites that I have read through the years that children do not differentiate according to the color of a person’s skin, rather treat everyone the same unless if they are taught to treat those that look different, in a different manner. A second pressing issue is that
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Diversity Defined Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995). The CIPD (2011) argues that managing diversity involves recognizing the differences in people and valuing, respecting and using these differences to support business performance.
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UNSW BUSINESS SCHOOL International Human Resource Management MGMT 5949 Student Id Number-Z5102653 Student Name-Yash Patwari Case analysis on- Global Diversity and Inclusion at Royal Dutch Shell I declare that this assessment item is my own work, except where acknowledged, and has not been submitted for academic credit elsewhere, and acknowledge that the assessor of this item may, for the purpose of assessing this item: * Reproduce this assessment item and provide a copy to another
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Executive Summary This paper will focus on the diversity audit that has been done for Starbucks Coffee Company. The audit will have a description of the company’s background along with viewing the company’s different types of practices that they use that involves diversity. We will be viewing the company’s statements and conducting research on previews interviews and even viewing news articles about the company. We will find out what the organizations diversity practices will consist of according to the
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the job positions and responsibilities of the HR department. The paper will then address personal preferences and reasoning. Finally, the paper will discuss methods of improving Marriott’s competitive advantage and three ways they can increase diversity. Ensuring HR strategy is in alignment with the business strategy One way a company can ensure the HR strategy is in alignment with the business strategy is to organize the HR department to be a strategic entity. This would entail every aspect
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| | |Cultural Diversity | Copyright © 2010, 2005, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the issues, challenges, and opportunities presented by U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are
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