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Article 1: Establishing a Diversity Program is Not Enough: Exploring the Determinants of Diversity Climate
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Article 2: Diversity management beyond the business case
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Article 1: Establishing a Diversity Program is Not Enough: Exploring the Determinants of Diversity Climate

 

This case “Establishing a Diversity Program is Not Enough: Exploring the Determinants of Diversity Climate” supposed that the organizational efforts and investments in the international management of diversity continue to produce. The global employee perception of diversity environment provides deep intuitive of the organizational characteristics, which is related to this perception. Diversity is distinct as it is a degree of organizational representation of people with diverse group affiliations of cultural importance. Practical to opinions of a diversity environment which are concerned with those situational features, or indications, possible to obvious in uniform observations concerning the establishment’s maintenance for diversity. In this case the discussion about numerous organizational features is argued which are likely to be significant in the formation of strong situational features and the development of collective perceptions of the employee experience to support the organizational diversity. Every positions of diversity into the workplace were obvious by different percentage groups within the management team. This quantity was nominated because it arrests the amount of minority depiction among executives. Though, this point has been analyzed because it only signifies overall heterogeneity, against the relative configurations of race delivery in the principal group.

From the case it is evident that in order to establish a simple diversity program or attaining levels of difference along racial ethnic appearances that fails this definition as they are eagerly replicated. Diversity environment, however, is an expressive display of the effectiveness of assortment efforts by providing insight into the worker’s experience in the association. Also, diversity environment is developing as an important intermediate outcome in the estimate of important organizational and discrete consequences.

This case ends up by providing an organizational level examination of the elements of complete plans of diversity climate among workers. Engaged together, this signifies a first challenge to appreciate how international worker perceptions of diversity environment are established and delivers new understanding among the organizational features important in this respect. Numerous organizational features were originated to be connected to these observations and more significantly, the importance of accepting the communication among these issues was established.

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