This paper provides instruction in redesigning existing structures of an organization that impede inclusion and equity in the workplace.
The strategies promoted are not presented in order of priority, but are intended to be implemented concurrently to increase diversity and equity in the workplace. One strategy is to set expectations for the organization by making clear to workers the reasons, intentions, strategies, and desired outcomes for the organization in recruiting, hiring, and sustaining diversity among personnel. A second strategy is to build organizational capacity internally and externally to recognize, respond to, and grow because of differences among personnel. A third strategy is to sustain diversity in the workplace by actions that provide ongoing opportunities for personnel to work together and experience one another’s contributions to organizational goals. A fourth strategy is to be accountable by taking responsibility for the outcomes of the actions and decisions one makes or fails to perform. Other strategies pertain to interviewing, assessing, and selecting diverse candidates for employment.
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