Case Study Of DNA At Citi

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

DNA collection is a good thing not only can it help catch the person responsible for an illegal crime, but it can also clear up a suspect’s name. In the case of Maryland v. King on April 2009 Alonzo Jay King was charged for first and second degree assault for scarring a crowd of people with a shotgun, he was arrested and as a part of their booking procedure, they swabbed Alonzo Jay King for his DNA. Kings DNA sample later resulted to be a match of a DNA sample in the system “CODIS” of a rape victim by the name of Vonette W.’s Salisbury. Vonnette was raped on September 2003 but had not gotten justice for the crime against her since the only evidence was the DNA sample of the semen that was swabbed. No matches were found in the data base until Alonzo Jay King was arrested. By collecting DNA, it can help lead to an arrest of a suspect and to be able to close cases.

For the criteria of measuring the effectiveness of the diversity within MasterCard, I will research different aspects that reflect their commitment to having a strong diversity image. I will assess their various diversity programs and analyze how they are benefiting the organization, in terms of capturing market share and retaining and attracting diverse employees. I will also look at their hiring practices, and search for statistics on how many diverse employees hold executive positions. I will also research their supplier diversity commitment and see how their

Our company has done great job in managing diversity so far. We rank in the 11th of the Diversity Incorporated Top 50, and rank the 8th of the Diversity Incorporated Top 10 companies, which has women in the executive committee. In our company, 29% employees in our company are minorities, we are concerned about diversity in work place, and we appreciate our employees’ opinions. We endeavor to provide equal pay and

It concludes with ‘Invest in Disabilities’ in terms of ‘Grow Your Own’. It further highlights the consequences of the historic medical model of disability, whereby many persons with disabilities leave the education system poorly equipped to join the workplace. The core aim of the article is to encourage organisations to identify learners leaving the schooling system, bridge the skills gap, leveraging the learned skills through employment and the benefit on an organisations Skills Development

This diversity audit begins with a background about the company, as well as some important information about key Diversity executives. What will be addressed in the audit are what efforts Johnson & Johnson made to foster diversity competence and understand, what efforts were made in furthering the knowledge or awareness about diversity, what strategies were used to address the challenges of diversity and how will you ensure that your leaders and managers will be committed to the diversity initiative. The audit concludes with a quote from the vice president of recruiting at Johnson and Johnson, as well as

DiversityInc is a prime source for best practices and solutions to workplace diversity related challenges. The sponsorship makes it possible to expand the recruiting efforts as well as demonstrate the commitment to diversity in the marketplace. In addition, Deloitte leverages DiversityInc’s benchmarking data and analysis to increase awareness of the most progressive strategies companies and firms are employing, so that it can continue to be a true diversity leader.

Despite the effort to increase diversity of workforce over recent decades, the number of female and minority executives has remained disproportionately low. (Celia & Antonio, 2007)

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often

He again takes the opportunity to reinforce the role that diversity has to the company strategy. Next the Corporate Strategy Council (CSC) approves Brody’s plan for a Women Global Leadership Forum. Through the attendee identification process, it gave division presidents the opportunity to truly see the female talent within their teams. Although some of the reactions were negative, this just provided a deeper look into the male employees attitudes toward women. After the attendees were identified Brody issued a survey not only to the attendees but to their corporate and senior officers. This information served as a motivational tool for the World Team meeting. This also gave the CEO positioning to mandate specific diversity measures be added to all division scorecards.

The need to understand diversity is also driven by women in the workplace. Today's workforce has the highest levels of employment participation ever by women. The number of dual income families and single working mothers has increased. Change in the family structure means that there are fewer men and women in traditional family roles (Zweigenhaft and Domhoff, 1998). Therefore, diversity issues cut across both race and gender.

This report will explain what it means to have a gender diverse workplace. Firstly, the report will identify programs that currently target gender diversity and what they are implementing to combat such an issue. Secondly, the report will explain how business performance correlates to workplace diversity. Thirdly, the report will discuss cognitive bias and how this influences the workplace environment. Finally, the report will discuss any reflections and recommendations the writer feels necessary. The report will show the benefits of having a gender diverse workplace, it will show the challenges and the rewards of completing such a task.