There is need to make our workplace more diverse in terms of both gender and culture. 80% of the employees are currently male while an almost similar percentage shares religion or race. This is against the precepts of the present globalized age, where information and communication technology has led to intense cultural integration and intensified the desire for cultural and gender balance at the workplace. Instilling diversity is therefore a change program that needs to take off in our organization as soon as possible.
From Cohen’s (2005) change readiness assessment outcomes, several themes are apparent. First, the organization is not ready due to the fear of job losses that may occur in the process of seeking cultural and gender balance. Furthermore, the management has not openly initiated diversity discourses and has not appeared to be keen on the same in the past. From the urgency diagnostic survey, it is evident that the organization needs to consider the changes now. The market is becoming more interested in organizational practices in relation to diversity and some stakeholders have already expressed their stances on the same.
To ensure that the project sets out on track and moves smoothly into completion, there are several steps that should be taken. First, the management needs to be intentional about integrating diversity and create awareness of the same in the organization. Secondly, they should identify all possible barriers to the change and address them. This includes the anxiety of job losses in the process of establishing balance. Finally, they should seek stakeholder support within and outside the organization and roll out changes gradually in a way that does not generate overwhelming resistance.
Cohen, D. S. (2005). The heart of change field guide: Tools and tactics for leading change in your organization. Harvard Business Press.
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