PSY FPX 6740 Assessment 2 Values and Diversity  

Values and Diversity

Company A possesses the same goal to establish a prosperous company like all other businessmen in today’s modern world. Company A specializes in developing applications of mobile games, producing software in the area of software development. Fifty employees from Company A, a firm with a small size, reside in a centralized headquarters in New Jersey. Though Company A has grown immensely over the years since its inception five years ago, its sales of mobile game applications have leveled off over the past year. As a developer of mobile game apps, Company A prides itself on keeping up with the current trends, but its staff roster indicates that the majority of its employees are white males in their twenties and early thirties. In order to diversify its employees, Company A’s owner has employed the services of an Industrial and Organizational (I/O) Consulting Psychologist.

Diversity within the Workplace

In the times we all exist, workplace diversity (WPD) has come to be understood as a sophisticated concept. When one thinks about diversity, the first thing one might consider would be the ethnic background of employees. In the workplace, diversity refers to a workforce with people of diverse races, ethnicities, genders, ages, religions, physical disabilities, and others (Cletus et al., 2018). Complexity of WPD has become one of the topmost business and organization management issues of the time, according to Cletus et al. (2018). It has been said that Company A’s owner prefers to diversify the company in order to have a wider variety of customers. Other than allowing a wider variety of clients, a more diversified workforce can lead to higher success. Diversity has been proven to lead to a variety of benefits, both internally and externally, like improved problem-solving and increased productivity due to innovative ideas, a larger pool of applicants with improved perspective skills in the organization, and improved employee performance once an employee is exposed to various 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 several issues in diversifying their workplace regardless of the reason. Small business owners find it usual to have problems with expenses when intending to relocate their practice’s operations.

It could be difficult to justify spending and prove return on investment (ROI) for WPD, so implementing a new diversity program within a firm could be very difficult. But firms employing WPD have been discovered to have higher employee retention rates, reducing the cost of recruiting and training new employees over the long term (Leone, 2020). Better company culture through positive alteration can result in better employee retention in the long run. According to Leone (2020), another dominant deterrent to small businesses performing better at WPD is the insufficiency of the tools to facilitate them. With that being the case, putting any plan into action is going to be filled with obstacles; it is merely important to note them and decide on solutions for how to deal with them most effectively.

Practices to Introduce 

A key component of your diversity goals is identifying what differences there are in your employee base in the diversity, equity, and inclusion areas.

Target group members are encouraged to enjoy and achieve higher levels of employment in diversity efforts.

Women and racial or ethnic minorities are frequently the target groups for these efforts, but they can be targeted against any group that is subjected to widespread disadvantage in society overall (Dobbin et al., 2011). Corporate culture trumps functional requirements in the context of innovations that are aimed at accomplishing new societal objectives. The functional requirement in this instance is dictated by the absence of workforce diversity or regulatory controls. According to Dobbin et al. (2011), firms that are not diverse in their employees are no more likely to have diversity programs than firms that lack diversity, but firms that have a high percentage of women managers are likely to have diversity programs; hence, pro-diversity firms and business culture encourage diversity programs. It was found that companies with more racial and ethnic diversity also had a greater chance of performing better financially compared to firms with less diversity (Dobbin et al., 2011).

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 implementation of a diverse workplace in the small company named Company A is challenging regardless of the reason. By looking into others’ differences, a successful, competitive atmosphere of work and an equitable culture of work can be achieved. Making more diversity among workers as well as customers of Company A is possible by implementing the suggested programs towards making their workplace diverse.

PSY FPX 6740 Assessment 2 Values and Diversity 

Employee voice avenues for lesbian, gay, bisexual, and transgender expatriation: the function of Employee-Resource Groups (ERGs) and allies.

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).