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Diversity Proposal University of Phoenix Soc/315 Kathryn Grant PhD 02/06/2024 Diversity Proposal

Here at Mykel Inc., we strive to foster a Diverse and Inclusive work environment for all. We want all team members to feel welcome, connected and have a sense of importance and belonging while employed here. We understand that there have been some concerns with the current training policy on diversity and we would like to take the opportunity to address those concerns and propose changes and update policies. New Policies Our goal is to begin to increase the representation of our underrepresented groups over the next six months. We have the capability to increase our workforce by 33% in that time frame. We plan to do this by creating a hiring process based on skill rather than one being hired “to make the company look good” and does not require a resume to be sent in during the application process, the application will no longer require race or gender and job descriptions will have gender neutral language to help recruit talent regardless of these biases. Applications will be sorted based on skill set for each job position and two interviews will be done with a set standard of questions and potential team members answers will be submitted into the talent management center and once complete offers for the position and hiring packets will be issued. Once the team member is hired it will be leaderships job to learn more about the new team member, what is most important to them, what would they like to see in the workplace, birthday, how they celebrate holidays and how specifically do they like to be recognized. Over the next six months we will also be conducting a third party based anonymous survey where team members can share all their concerns, what they like best and least, so that we can begin to work on hearing everyone’s voice. We will begin to do away with online training and begin to hold annual in person training sessions with members of leadership first and then begin visiting each location providing the same training for all team members with the same paid time and lunch provided so that all members of the team feel equally important from all levels of employment. This training is important to keep us

up to date with an ever-changing world not only in business but also in the personal lives of those we work with. No one is to feel undervalued. We need to understand that we are all different and embracing our differences can allow for a much better work environment for all. We can learn something very valuable from other cultures, from a business aspect, from a personal aspect by opening our mind and excepting that our way is not always the best. All team members will be involved in weekly meetings and all team members will have a voice in the way the team is conducting business for the following week. Teams will be made up of groups of 4-6 depending on the size of your departments and we will change the teams at the conclusion of a project. One of our goals is to help build and maintain team building skills with different people and by doing so you will need to work with everyone well. We will create new recognition programs based on feedback from our team members, help celebrate each other’s cultures by holding international food days where we encourage our teams to share food they cook for their families and possibly share the recipes with their team members if so requested. Acknowledge and expand the holiday calendar to help celebrate the important holidays of all team members and encourage engagement among the team. In conclusion we can create change that can benefit the entire company by “enable change through conversations, dialogue, and coaching interactions that inspire employees. As more employees engage in the process, so the impetus towards positive change becomes stronger.”(Palmer, J., & Els, D. (2018, 07) We want all of our team members to feel heard and all concerns should be addressed promptly, if your team lead is not the right person they should get the right person and the issue addressed and resolved within 48 hours. We want to hire, train and retain our team members in an environment in which they feel safe in a culture in which they feel comfortable and they want to come to work. References

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Sarangi, S., & Srivastava, R. K. (2012). Impact of Organizational Culture and Communication on Employee Engagement: An Investigation of Indian Private Banks. South Asian Journal of Management, 19(3), 18-33. https://www.proquest.com/scholarly-journals/impact-organizational-culture-communication-on/ docview/1152425759/se-2 Palmer, J., & Els, D. (2018, 07). A Thriving Organizational Culture Drives Employee Engagement. Recognition and Engagement Excellence Essentials, https://www.proquest.com/magazines/thriving- organizational-culture-drives-employee/docview/2158004955/se-2

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