Inclusion Strategies in the Workforce

by | Dec 9, 2024 | Essays

 

You have been asked to participate in an employee group that will present diversity and inclusion program recommendations to the senior leadership team. You will have access to results from the recent employee engagement survey. Some of the survey results include the following:

Employees want more training on diversity and inclusion.
Employees do not understand their role or leadership’s role in diversity and inclusion.
Leadership does not welcome ideas from employees.
Micro behaviors are accepted in the organization.
Prepare a 15-slide presentation that will be shared with the senior leadership team. The presentation should focus on practices that the organization can implement. Include slide notes.

Insights from the survey should guide your recommendations. In the presentation, explain why the survey findings need to be addressed. Also, include programs or processes that should be implemented (a minimum of 5). Identify at least 3 resources needed to implement the recommendations (e.g., budget, HR support, and external consultants).

Include a slide for each recommendation that is made specific to leaders. (5 slides)
Include 5 practices and training programs that can aid organizations in understanding diversity and inclusion. Provide examples of training programs and ways to ensure that everyone in the organization is trained. (4 slides)
Explain micro behaviors, and describe 3 ways these can affect the culture of the organization. (3 slides)
Present recommendations to address each area of employee engagement survey that needs immediate

 

Sample solution

Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell. 

In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.


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God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.

Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.

To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.

 

References

Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.

Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.

Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.

Presentation: Fostering a Diverse and Inclusive Workplace

Slide 1: Title Slide

  • Title: Fostering a Diverse and Inclusive Workplace
  • Subtitle: A Roadmap to a Better Future
  • Your Name
  • Your Title
  • Date

Slide Notes:

  • Briefly introduce yourself and your role in the organization.
  • Highlight the importance of diversity and inclusion and its impact on organizational success.

Slide 2: The Problem

  • Key Findings from the Employee Engagement Survey:
    • Lack of understanding of diversity and inclusion roles
    • Limited training opportunities
    • Prevalence of microaggressions
    • Leadership’s perceived lack of openness to employee ideas

Presentation: Fostering a Diverse and Inclusive Workplace

Slide 1: Title Slide

  • Title: Fostering a Diverse and Inclusive Workplace
  • Subtitle: A Roadmap to a Better Future
  • Your Name
  • Your Title
  • Date

Slide Notes:

  • Briefly introduce yourself and your role in the organization.
  • Highlight the importance of diversity and inclusion and its impact on organizational success.

Slide 2: The Problem

  • Key Findings from the Employee Engagement Survey:
    • Lack of understanding of diversity and inclusion roles
    • Limited training opportunities
    • Prevalence of microaggressions
    • Leadership’s perceived lack of openness to employee ideas

Slide Notes:

  • Explain how these findings can negatively impact employee morale, productivity, and overall organizational performance.
  • Emphasize the need for a comprehensive and proactive approach to address these issues.

Slide 3: The Vision

  • A Diverse and Inclusive Workplace Where:
    • Everyone feels valued and respected
    • Diverse perspectives are encouraged and celebrated
    • Employees have equal opportunities for growth and advancement
    • Microaggressions are eliminated

Slide Notes:

  • Paint a picture of the ideal workplace culture.
  • Connect the vision to the organization’s mission and values.

Slide 4: Leadership Commitments

  • Lead by Example:
    • Model inclusive behavior and language
    • Actively listen to employees’ concerns and ideas
    • Celebrate diversity and inclusion in public forums
  • Foster a Culture of Psychological Safety:
    • Create a safe space for open dialogue and feedback
    • Encourage honest and respectful communication
    • Protect employees from discrimination and harassment
  • Invest in Diversity and Inclusion Training:
    • Provide regular training for all employees
    • Focus on leadership development and unconscious bias training
  • Set Clear Expectations:
    • Develop clear policies and procedures related to diversity and inclusion
    • Hold employees accountable for their behavior
  • Measure and Monitor Progress:
    • Track key metrics, such as employee satisfaction and retention
    • Conduct regular surveys and assessments

Slide 5: Employee Empowerment

  • Create Employee Resource Groups (ERGs):
    • Provide a platform for employees to connect and support each other
    • Offer opportunities for networking and mentorship
  • Encourage Employee Feedback:
    • Implement regular feedback mechanisms, such as surveys and suggestion boxes
    • Create opportunities for open dialogue and brainstorming sessions
  • Recognize and Reward Inclusive Behavior:
    • Acknowledge and celebrate employees who demonstrate inclusive behaviors
    • Incorporate diversity and inclusion into performance reviews and reward systems

Slide 6: Diversity and Inclusion Training

  • Unconscious Bias Training:
    • Help employees recognize and challenge their own biases
  • Cultural Competency Training:
    • Increase understanding of different cultures and perspectives
  • Effective Communication Training:
    • Improve communication skills and conflict resolution strategies
  • Inclusive Leadership Training:
    • Develop leadership skills that promote diversity and inclusion

Slide 7: Addressing Microaggressions

  • What are Microaggressions?
    • Define microaggressions and provide examples
  • The Impact of Microaggressions:
    • Explain how microaggressions can create a hostile work environment
  • Strategies to Address Microaggressions:
    • Bystander intervention
    • Open dialogue and feedback
    • Training and education

Slide 8: Implementing the Recommendations

  • Resource Allocation:
    • Allocate sufficient budget for training, tools, and initiatives
  • HR Support:
    • Assign dedicated HR personnel to oversee the implementation of the plan
  • External Consulting:
    • Consider hiring external consultants for specialized expertise and guidance

Additional Tips:

  • Use visuals, such as charts and graphs, to present data and enhance understanding.
  • Practice your presentation to ensure smooth delivery and effective communication.
  • Be prepared to answer questions and address concerns from the audience.
  • Tailor your presentation to the specific needs and culture of your organization.
  • Continuously evaluate the effectiveness of your diversity and inclusion initiatives and make adjustments as needed.

By following these recommendations and leveraging the insights from the employee engagement survey, your organization can create a more inclusive and equitable workplace.

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