|Evidence or example
|Example: Does your Organization include DE&I practices in its mission and vision?
|The mission and vision do not address DE&I.
|To communicate the value of DE&I, organizations should discuss their DE&I practices as part of their mission and vision (Shumer, 2019).
|Example: Does your Organization participate in any crisis or emergency relief initiatives?
|The organization sends teams to areas of flooding when this occurs. Participants get paid for their time away and receive a stipend to travel if needed.
|1. Does your Organization have a practice in place to increase diversity disclosure?
|The organization evaluates performance frequently to keep focused on its commitment to diversity. We employ a diversity monitor, identify relevant indicators and make them public. This method makes identifying areas for improvement easy.
|2. Does your Organization have candidate application processes that meet accessibility standards?
|The organization has a career site accessible to everyone, including those with disabilities. The career site is suited for everyone to apply for jobs successfully without difficulties.
|3. Does your Organization have candidate application processes encourage a diverse pool of applicants?
|The organization’s career site is accessible for everyone, including those with disabilities. The career site is suited for everyone since its robust, understandable perceivable and operable for all applicants.
|4. Does your Organization have a DE&I statement aligned with your company’s mission and vision?
|The Organization’s Diversity, Equity, and Inclusion Mission Statement is to build, develop, and maintain a global, inclusive environment in which variations inspire innovative solutions to satisfy the needs of the community and workers.
|5. Does your Organization include the values of DE&I in company policies and practices?
|The organization engages in workforce engagement surveys that are transparent and genuine.
|6. Does your Organization explain their DE&I practices and policies to employees?
|Diversity and inclusion activities are crucial drivers of personnel, team, and business success; thus, the organization should provide tools, education, and leadership support to educate and enlighten the employees (Combe, 2021).
|7. Does your Organization have an anti-harassment and/or anti-bullying policy in place?
|Bullying and harassment in the workplace are severe problems for businesses that may have catastrophic consequences. The corporation should take a stand on these issues and implement strong anti-bullying measures to reflect this.
|8. Does your Organization have a process in place for complaints about discrimination?
|The organization has created a written policy that explains processes and standards and has a zero-tolerance policy for discrimination. The organization also has methods for reducing prejudice in the employment process.
|9. Does your organization offer training on DE&I?
|The company should invest in DE&I training to build an inclusive workplace that stimulates creativity and popularizes the brand across all populations. Training can attract top talent and help the firm expand with the most exemplary employees available (Keiffer-Lewis & Berman, 2022).
|10. Does your performance management process include DE&I competencies?
|Having a competency-based performance management system, the organization inspires employees through rewards and has an inclusive hiring process.
|11. Does your Organization have partnerships with local community groups?
|The organization collaborates with the community groups by engaging them in critical decision-making processes and participating in charity works.
|12. Does your Organization have language around CSR in its mission and vision?
|The Organization’s Mission Statement is to build, develop, and maintain a global, inclusive environment in which variations inspire innovative solutions to satisfy the needs of the community and workers
|13. Does your Organization prioritize suppliers that are focused on CSR?
|For the company to ensure customer engagement and loyalty, these may be increased through social responsibility activities from the suppliers (Carroll & Brown, 2018).
The most important question to our organization is number 13. The question is whether the organization has partnerships with the local community groups. Community groups may provide unique and valuable information on the difficulties and possibilities confronting people in their area and assist local leaders in improving their capacity to interact and engage with a diverse variety of community members(Carroll & Brown, 2018). Nonprofits can benefit from solid community connections because they can lead to new financing options. Most of the time, community groups have the best understanding of the community’s concerns and the infrastructure to enable joint activities(Grayson & Hodges, 2017). The issue affects the organization’s effectiveness because collaboration with local community-based groups has increased the range and depth of neighbourhood citizens’ engagement in local decision-making.
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If the issue of partnering with the local community groups is not addressed, it has a considerable negative impact on efficiency and returns on capital. When the issue is not taken seriously by the organizations, it can lead to a total collapse. Organizations that do not partner with the local communities may tarnish their reputations and image, thus leading to collapse in their activities because the community should be a significant stakeholder. When looked upon, it is not suitable for the organization. The legal implication of this issue is that it is a type of informal law that, notwithstanding customer expectations and internal rules, is seen as mandatory by most organizations. Because these programs assist in preventing climate change by decreasing carbon footprints, reforming labour rules and adopting fair trade, participating in voluntary contributions and volunteer work in the local society, and creating socially and ecologically conscientious investments.
Carroll, A. B., & Brown, J. A. (2018). Corporate social responsibility: A review of current concepts, research, and issues. Corporate Social Responsibility.
Combe, L. G. (2021). Diversity, Equity & Inclusion: NASN Core Values. NASN School Nurse, 36(3), 127–129.
Grayson, D., & Hodges, A. (2017). Corporate social opportunity!: Seven steps to make corporate social responsibility work for your business. Routledge.
Keiffer-Lewis, V., & Berman, J. (2022). Preparing Managers to Lead for Diversity, Equity, and Inclusion. In Interdisciplinary and Practical Approaches to Managerial Education and Training (pp. 174–192). IGI Global.