Diversity Management Plan

Diversity Management Plan

Part # 1: Strengths and Weaknesses of Francoise' Plan at Each Level of the Framework

Strengths of Framework 1

Strategies such as cooperation between companies, mergers and acquisitions or interorganizational alliances, often require the formation of teams with workers from different organizations they bring from different cultures, different knowledge and different ways of looking at work. Retail organizations must take steps and adoption of policy practices adjusted so specifically to attract and develop such talent. For the sake of diversity, People's Bank of Quebec need to create programs that will enhance all that is each employee in relation to the model of the organization (Pedersen, 2000).

For example, instead of hiring someone because of their gender or race, how about hiring a person because he or she is different and your ideas will help your company to make a better product. Maybe those potential candidates understand more customers, or have expertise in one area of your business that needs expansion. That is true diversity. Then when you add the ingredient responsible for what this new employee contribution, you have a true diversity that adds value to your company.

Weakness of Framework 1

Cultural diversity can significantly complicate the dynamics of the group because it can lead to relationship problems and misunderstanding between the partner's interpretation of a message. Difference in attitude can lead to tensions between team members and create a divide based on cultural background of each. The cultural diversity may lead to conflicts which are expensive and may block the progress of the project (Bacal, 2004).

Strengths of Framework 2

Companies that are recruiting to meet diversity goals have to be honest in their definition of what they expect in terms of contribution to the workplace. In other words, why is this woman hiring from different ethnic groups. What do you want to bring their perspective to the team? This will enable the firm to find the discrepancies in their selection process. When the diversity of the workforce is aligned with the demographics; employees are playing an increasingly important role in helping PBQ to engage with a diverse customer base. Retailers have a great opportunity to leverage its diverse workforce to increase revenue and market share by involve them in the key business decisions (Bizman, 2004).



Weakness of Framework 2

Sometimes the clash of cultures, religions and traditions are not always easily compatible with each other. This will be a difficult task for the HR manager because Cultural diversity in employment is closely intertwined with the ban on discrimination and equal opportunities. The principle of equality does not perform without anti-discrimination, which, in turn, pre- believes acceptance and rejection of prejudice and stereotypes.

Strengths of Framework 3

Some of the strengths of removing the obstacles to diversity in training practices are:

Strengthening of cultural values within the organization

Improving the reputation of the company

Help to attract and retain highly talented people

Increased motivation and efficiency of staff

Increased innovation and creativity among employees

Some companies have found that efforts to implement and embed diversity ...