The scope of this assignment will be to assess the status of diversity within an organization. This study will show the bottom-line benefits when corporations are diverse. By incorporating diverse management practices, companies achieve greater profitability and productivity. Therefore, an organizational culture that fosters diversity is a key factor in sustained business performance and value creation. Progressive insurers are committed to ensuring that workplace culture and work environment reflect the diversity of employees, clients, and shareholders. The research is dedicated to providing a safe, vibrant, and welcoming place for all employees, regardless of their race, origin, or gender. Progressive insurers welcome people from all backgrounds who want to join in creating value for our company, clients, and communities.
A diversity audit is an evaluation that measures where an organization is, in terms of its change efforts. It can be used to assess the effectiveness of diversity recruiting and retention efforts, measure the value of diversity training, and survey workers about the success of diversity initiatives, such as supplier programs, employee resource groups, and diversity councils (Kaur et al., 2020). Progressive Insurance is one of the leading companies to adopt this practice. Their diversity, equity and inclusion program is a model for others to follow. This audit provides a clear, concise, and metrics-based assessment of their progress in achieving this goal. It is about cultivating inclusive environments for all employees that enable their contributions to company goals through fair, equitable treatment and appreciation.
The diversity audit is designed to be a capstone assignment that measures where an organization is in terms of its change efforts. Diversity audits are evaluations based on qualitative and quantitative information about the status of diversity within the organization (Harvey, 2022). Today, many organizations conduct audits to assess their progress in determining the effectiveness of diversity initiatives, measuring the value of diversity training, and surveying workers about the success of diversity initiatives, such as supplier programs, employee resource groups, and diversity councils. These audits reveal whether a gap exists between what is being done and what the organization should do in terms of diversity and are used as a basis for action planning.
This research on insurance is critical to the outcome of your diversity audit and will provide critical information on where your organization stands, as well as help realize an organization’s progress in diversity. The goal is to be able to assess the status of the current efforts against those needed for a truly diverse culture (Muinde & Prince, 2022). This research paper will investigate multiple stakeholders’ perceptions, such as how diversity affects the quality of services provided to customers, whether it is a legal requirement or an ethical duty for service providers.
An inclusive and diverse workplace is a place where everyone has the opportunity to contribute, both in their immediate roles and across different levels. This is true throughout the organization. With progressive diversity equity and inclusion training, you will learn how critical it is to ensure that diversity policies and practices are implemented throughout the organization, giving everyone an equal opportunity to succeed. Through this program, you will gain insight into how to create an inclusive environment that values the unique contributions of people from different backgrounds and cultures (Kaur et al., 2020). This family of inclusivity tools includes an audit tool to measure the status of diversity at Progressive and includes a diversity planning module to help organizations assess their progress in diversifying the workforce.
Progressive Insurance is committed to conducting comprehensive, high-quality audits that offer practical solutions to business challenges. Our diversity equity and inclusion audit is designed to be a capstone assignment that measures where an organization is in terms of its change efforts. Diversity audits are evaluations based on qualitative and quantitative information about the status of diversity within the organization. Today, many organizations conduct audits to assess their progress in determining the effectiveness of diversity recruiting and retention efforts, measuring the value of diversity training, surveying workers about the success of diversity initiatives, such as supplier programs, employee resource groups, and diversity councils (Rodrik & Stantcheva, 2021). These audits reveal whether a gap exists between what is being done and what the organization should do in terms of diversity and are used as a basis for action planning.
The diversity audit is a tool to measure the current state of cultural inclusion and effectiveness in the workplace. Audits are a critical piece of the change management process, as well as a reflection of an organization’s commitment to diversity and inclusion. A diversity audit is a comprehensive evaluation of the organization’s initiatives for diversity and inclusion. Audits measure progress in developing and implementing diversity programs, monitoring how well these programs are working, reviewing the people organizations have hired due to diversity recruitment and retention efforts – often called outreach – establishing an accurate baseline of what organizations are doing right now, and determining if there are any gaps between what is being done and necessary next steps.
The baseline audit is a tool to assess the current state of diversity in your organization. It reviews the following areas: recruitment, hiring and staffing, inclusion and recruitment efforts, labor unions, leadership development, and succession planning, retention strategies, compensation/benefits, and workplace culture/climate. Progressives use diversity audits to determine the status of diversity within an organization. A diversity audit collects quantitative and qualitative information about how well an organization is involved in building a diverse workforce, as well as whether there is a gap between what it does and what it should do in this area. Progressives use this type of audit when planning to build their outplacement group’s resume database, recruiting new employees, and raising awareness about discrimination.
References
Harvey, P. Carol (2022). Evaluating Diversity Management. Conducting a diversity audit rubrics. Suffolk University.
Kaur, R., Kaur, G., Sahay, U., & Saini, K. (2020). A study of diversity management in different companies and different sectors. International Journal of Advanced Science and Technology, 29(3), 284-303.
Muinde, J. V. S., & Prince, R. J. (2022). A new universalism? Universal health coverage and debates about rights, solidarity and inequality in Kenya. Social Science & Medicine, 115258. Web.
Rodrik, D., & Stantcheva, S. (2021). Fixing capitalism’s good jobs problem. Oxford Review of Economic Policy, 37(4), 824-837. Web.