ANSWER
Report: Workplace Inclusion, Equity, and Diversity
Name: Assignment Date: Headline:
What Inclusion Is and How It Relates to Equity
The process of establishing settings where people from various backgrounds feel appreciated, respected, and empowered to contribute to the success of the organisation is known as inclusion. By aggressively involving underrepresented groups and removing obstacles to their engagement, it guarantees equitable participation (Miller & Katz, 2018). Because it promotes equal chances and enables everyone to flourish, regardless of gender, ethnicity, or socioeconomic background, inclusion is crucial for equality. While inclusion makes ensuring that different views are accepted and heard, equity addresses systemic inequities to focus on equitable treatment, access, and results.
Recognising Two Discriminatory Practices in the EEOC Case
Two different types of discrimination are highlighted in the EEOC action against the Florida store:
Racial Discrimination: Due to her colour, the Black female employee was assigned an unhygienic lactation area, demonstrating unequal treatment brought on by racial bias.
Gender Discrimination: This instance of gender-based bias against working mothers was demonstrated when the employee was passed up for a promotion because of sex stereotypes about mothers with young children.
Empirical Evidence in Support
Data on Racial Discrimination: The EEOC’s 2021 report states that, at 34% of all complaints, racial discrimination is still one of the most common complaints (EEOC, 2021).
Data on Gender Discrimination: According to a McKinsey & Company (2022) study, 42% of women encounter obstacles at work based on their gender, especially when it comes to leadership and promotion chances.
These figures highlight the necessity of focused DEI programmes in American organisations.
Suggestions Using the Inclusion Index from Gartner
The following six actions are suggested to advance inclusion based on Miller and Katz’s research and Gartner’s Inclusion Index:
Provide Facilities and Resources Equitably:
Verify that every lactation room satisfies regulations and is hygienic.
Provide managers with cultural sensitivity training.
Put in place programmes for bias training:
Provide every staff with training on unconscious prejudice.
Create programmes that dispel common misconceptions about working mothers.
Clearly define the promotion criteria.
Create clear, performance-based promotion policies.
Examine promotion procedures on a regular basis to spot inequities.
Create ERGs, or employee resource groups:
Create support and representation groups for Black working mothers and employees.
Organise frequent gatherings so that ERG members can discuss issues and potential solutions.
Encourage Input Through Surveys:
Send out anonymous questionnaires to get input on DEI initiatives from staff members.
Respond quickly to particular problems based on survey results.
Have a DEI Officer appointed:
Assign a senior leader to supervise DEI programmes and policies.
Assign the DEI officer to report on inclusion indicators on a regular basis.
Examples of Each Action Step in Real Life
Equitable Resources: Organisations like as Google offer their staff top-notch lactation facilities.
Bias Training: Following an instance of racial profiling in one of its locations, Starbucks instituted racial bias training.
Clear Promotion Criteria: In order to address gender discrepancies, Salesforce implemented a clear performance assessment procedure.
Employee Resource Groups: Microsoft encourages minority and female employees to join ERGs.
Feedback Mechanisms: To help guide DEI strategies, Deloitte regularly surveys its workforce.
DEI Officer: To oversee DEI programmes around the world, Johnson & Johnson maintains a Chief Diversity & Inclusion Officer.
In conclusion
By putting these ideas into practice, the Florida shop may become a welcoming environment where all workers are treated with respect. By taking specific action to combat gender and racial prejudice, the company may foster cooperation, increase trust, and boost output.
Equal Employment Opportunity Commission (EEOC) references. (2021). The annual report. The URL https://www.eeoc.gov
Katz, J. H., and Miller, F. A. (2018). Safe enough to soar: Increasing workplace cooperation, inclusivity, and trust. Koehler-Berrett.
2022; McKinsey & Company. Reports from women in the workplace. This link: https://www.mckinsey.com
QUESTION
Diversity, Equity, and Inclusion
Competency 5 Assignment – Analyze elements of inclusivity
Top of Form
Bottom of Form
Assessments Content
1.
Top of Form
Question <bdi></bdi>
Competency
Analyze elements of inclusivity.
Student Success Criteria
View the grading rubric for this deliverable by selecting the “This item is graded with a rubric” link, which is located in the Details & Information pane.
Scenario
“The U.S. Equal Employment Opportunity Commission (EEOC) charged a Florida store for violating federal law when it gave a Black female employee an unsanitary lactation space based upon her race and failed to promote her based on sex stereotypes about mothers with small children.
The EEOC said it is seeking back pay, compensatory damages, and punitive damages for the former employee, as well as injunctive relief to prevent future discrimination.”
Instructions
Imagine that you are the Florida store manager who has been designated to make DEI improvements–write a 1-2 page report addressing the following:
1. Using one cited and referenced scholarly source:
2. define inclusion
3. explain its link to equity
4. Identify two forms of discrimination in the EEOC case referenced (and linked) above.
5. Present 2 pieces of supportive empirical data, analyzing their prevalence across the U.S. or in your workplace.
6. Based on Gartner’s Inclusion Index and one supportive cited scholarly research:
7. recommend 6 different action steps that the company should take in promoting an inclusive workplace;
8. give 6 real-life examples of each action step
Resource— Miller, F. A., & Katz, J. H. (2018). Safe enough to soar: Accelerating trust, inclusion, & collaboration in the workplace. Berrett-Koehler. https://search.ebscohost.com/login.aspx?direct=true&AuthType=ip,shib&db=nlebk&AN=1842106&site=eds-live&custid=s9076023&ebv=EB&ppid=pp_Cover
Requirements/Submission Requirement:
. 1-2 page report addressing inclusion and equity
. The file’s name should be your first initial and last name, followed by an underscore, the name of the assignment, an underscore, and the date. An example is shown below:
. Jstudent_exampleproblem_101504
NOTE – Be sure the document displays proper grammar, spelling, punctuation, and sentence structure.
Bottom of Form
Submission
Top of Form