Huntington National Bank Diversity Program

Given the increasing diversity of the workforce from which Huntington National draws its employees, and the increasing diversity of potential customers, it is in the best interest of Huntington National Bank to implement a diversity program that focuses both on internalùemployeesùand external stakeholders. Training is an integral part of both the internal and external program, including training employees regarding discrimination and how to avoid it, and in attracting and retaining diverse customers to the bank. The human resource department will be involved in making sure that training also addresses new recruiting and retention practices, including specific training to ensure that diverse individuals are eligible for management promotions. The sales and marketing department will be involved in developing new products and new ways of reaching customers to emphasize greater diversity among the customer base, as well. Diversity among customers and employees should be a long-term goal of the organization that relies on customer and employee feedback in order to maintain its focus and quality.

Creating a diversity program at Huntington National Bank is not only protects the bank from potential lawsuits, it can enhance employee morale, bring increased creativity and productivity to the workplace, and bring additional customers into the bank, as well. The proposed diversity program centers on d

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ittle empirical research which can help guide them in setting up a program that will be worth the time and expense that the company will put into the project. Another barrier to establishing an effective diversity program is that there is difficulty determining which employees should be covered by the "diverse" label. There is general agreement that diverse refers to women and minorities; there is a growing emphasis on the aging work force, as well. In addition, gay and lesbian workers are now seeking recognition under diversity management, and those with disabilities seek inclusion not only as part of the Americans with Disabilities Act (which prohibits the outright discrimination against those with disabilities), but also as members of a diverse work force where more subtle forms of discrimination may exist (Orenstein, 2005). As affirmative action programs come under scrutiny and as employees seek to balance the needs of a diverse work force with equal opportunity laws, there is an increased desire by employers to approach diversity as a separate issue. However, doing so pulls diversity away from an integrated approach to management which is where successful diversity programs have placed it. Companies which focus on diver
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Approximate Word count = 3093
Approximate Pages = 12 (250 words per page)