According to Kirton and Geene (2015), though diversity is not always easy to measure within an organization, the most common means of doing so includes looking at the workforce profile, the nature of the relationship among its employees, the level of teamwork, team productivity as well as innovation and creativity (Kirton & Greene, page 202).
How the another measure these issue representation in hiring, level of employee satisfaction the pay equity, employee inclusion the positive customer feedback on diversity initiatives?
Another best measurement for workforce diversity initiatives is level of employee satisfaction. Kirton tand Greene assert that these initiatives helps in giving attention to the existing human resource component coupled with establishment of effective personnel policies (p. 229). These in turn leads to increased employees’ commitment and satisfaction in the workplace.
Analysis of workforce diversity within the organization also involves measuring the pay equity. Kirton and Greene asserts that the strength of workforce diversity is dependent on pay equity since the ability of the employees to have equal pay arise from this (p. 188). In which case, with appropriate policies organizations is best placed for assessing the contribution of each employee in the organization regardless of their culture.
Employee inclusion within an organization is a subject to the workplace diversity put in the place. In which case, training of workplace diversity allows the employee to identify well with their groups and thereby come up with proper strategies for interacting freely during operations.
Apart from the above mentioned aspects, positive customer feedback on the initiatives put by the organization also counts towards measurement of workplace diversity. With employee satisfaction, arising from workplace diversity initiatives, the customers are likely to get attracted because of the associated improved provision of services. Kirton and Greene asserts that diversity training awareness is instrumental in manipulating behaviors to increase customer’s positive feedbacks in service context (p. 209).
Work cited
Kirton, G., & Greene, A.-M. (2015). The dynamics of managing diversity: A critical
approach. New York: Routledge.
