Diversity Audit Research Articles

Intersections Between Diversity Management and Human Resources Management in Polish Enterprises

Purpose: The organisational environment enterprises operate in is constantly changing. Organisations and whole industries seek new ways of achieving competitive advantage and becoming innovative. Additionally socio-demographic changes like population ageing, migrations force organisations to adapt their management styles. One of the possible solutions for those challenges is diversity man-agement. The main goal of this paper is to identify the intersections between diversity management and human resources management in organisations and in consequence to determine where in the organisations’ structure and strategy diversity management is being implemented in the analysed organisations. Design/methodology/approach: For the purpose of this paper tele-phone-depth-interviews (TDIs) with representatives from companies implementing diversity management were conducted. The enterpris-es were chosen through purposive sampling. The organisations were firstly screened for implementing diversity management through an analysis of their websites and reports. The organisations imple-menting diversity management and informing stakeholders about it through their websites and reports were further included into the study. The respondents chosen for the TDIs were representatives of the organisations responsible for diversity management or indicated by the company itself as the most competent to give information about the diversity management related actions of organisations. Findings: The conducted research suggests that analysed organ-isations implement a wide range of possible HR approaches to diversity management from diversity enlargement, implemented by most of the organisations through a special diversity orient-ed recruitment process, diversity sensitivity achieved mostly through diversity trainings, diversity audit realized through social and diversity indicators and reporting to the strategy for achieving organisational outcomes implemented by single organ-isations through developing a horizontal approach to diversity management. Research and practical limitations/implications: For the pur-pose of this paper a qualitative research approach was chosen. Therefore, the presented results are not representative, but, due to the fact that only a few organisations in Poland implement diver-sity management, the entities interviewed for the purpose of this paper can be treated as flagships of this strategy in Poland and as a kind of good practices. Originality/value: The paper examines the intersections between diversity management and human resources management in select-ed Polish organisations. Due to the fact that diversity management is not a widespread approach in Polish organisations, the paper gives insight into the exiting solutions of implementing it and combining it with human resources management. Paper type: research paper.

Organizational Diversity Audit of Teachers and Staff in South Florida’s Broward County School Board

Today’s teachers and students are growing to become more diverse than ever before. As such, organizations and managers must be prepared to make changes to accompany diversity within the workplace and understand the needs, wants, and changing values of teachers and students throughout. This paper discusses the diversity within Broward County education board and administers a climate survey as an audit of the cultural, ethnic, and other demographic background differences of teachers in the area. Methodology and findings are recorded and the diversity auditing literature is discussed. Finally, relevant implementation and recommendations are provided for the creation and maintenance of a diverse education board.

Organizational Diversity Audit of Teachers and Staff in South Florida’s Broward County School Board

Organizational Diversity Audit of Teachers and Staff in South Florida’s Broward County School Board

Using the Diversity Audit Tool to Assess the Status of Women in the Canadian Financial Services Sector: A Case Study

Using the Diversity Audit Tool to Assess the Status of Women in the Canadian Financial Services Sector: A Case Study

Colorful window dressing: A critical review on workplace diversity in three major American corporations

AbstractThis article presents a brief diversity audit of three major U.S. corporations, who share some interesting common traits. The attractive diversity delineations posted on these company's Web sites will be reviewed, followed by their issues with the same topic in the past few decades. This threefold audit is followed by two important observations about U.S. and non‐U.S. companies, based on company diversity audits applied over the course of 5 years by more than 150 management university students. The author claims that a large number of major corporations in the United States are going out of their way to post diversity statements on their Web sites and to collect diversity‐based awards from numerous minority‐promoting organizations, but they overlook one small aspect: walking their talk. Theoretical and practical implications for HRD professionals are included.

Working with Diverse Communities in East Calgary, Alberta

• Summary: This article draws on the findings of diversity audit study done at the East Area Office of the City of Calgary, in Canada. It identifies existing strengths and gaps in addressing diversity and social inclusion within the office staff and in the program planning, design and delivery to the diverse communities in the east of Calgary. • Findings: Although staff of the area office feel a strong sense of belong in the workplace and work collaboratively with each other in different streams, it was identified that more collaboration needs to be established between the community social workers and community recreation coordinators. It was also found that almost all staff in the area office have no knowledge for procedures to report discrimination in the work place. On the other hand, the community consultations have identified that East Area Office needs to develop close relationship with gay, lesbian, bisexual and transgendered communities, which at the time of the study were not specifically targeted with programs by the office. • Application: Building from the disconnect between program planning, design and delivery on the one hand, and the inclusion of all the diverse communities on the other hand, the authors present opportunities for dialogue and partnership development to enhance collaborative work between the communities and the East Area Office. Through this collaboration, programs will be planned, designed and delivered with appropriate cultural sensitivity. As well, the authors emphasize the need to strengthen collaborative work between the community social workers (CSWs) and the community recreation coordinators (CRCs), which are the two staff streams working in East Area Office so that their efforts can complement each other.

Gender and cultural diversity in sport organisations

A diversity audit is used to profile gender and cultural diversity in selected Australian community sport clubs. The assessment aims to create a better understanding of sport and cultural diversity and provide the data to facilitate awareness of these issues in sport. The present study focussed on five team sports and their associated community clubs. Fifty clubs were surveyed about their policies, practices and attitudes to gender and cultural diversity. To complement this information interviews were undertaken with ten club officials and thirty-seven players to gain their perspective on the issues at hand. The data revealed that most clubs were aware of gender considerations and were actively trying to increase female participation across all dimensions of club activity from players to broad members. However, very few clubs had explicitly addressed aspects of cultural diversity and increasing diversity was not given a high priority. In a country with a high level of cultural diversity such attitudes and approaches seem incongruous with progress. Inclusion of cultural and gender diversity offers sporting organisations a broader mixture of players, volunteers and employees and increased stakeholder benefits.