Diversity in the Workplace

Monsanto Agricultural Company, Bank of America and Gannett Company have implemented diversity programs within their organizations which have improved their internal productivity. While each program is successful, each is also unique and tailored to the needs of the individual company where it has been implemented. These companies have also been successful at overcoming some of the resistance to diversity programs which can plague other organizations.

Some of the problems associated with diversity programs is that they are relatively new to the workplace and there are no standards in place yet for diversity trainers or classes. Indeed, it can be difficult to even quantify what areas (gender, race, age, sexual orientation) should be covered by a so-called "diversity" program. Another problem is that companies may consider diversity training to be a one-time action that does not require an ongoing commitment; this lack of long-term planning may cause greater harm to the organization.

Companies which set up strong diversi

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yond race and gender to include working couples and the problems they face arranging child care and other issues. In addition, the diversity program also sought to create alternatives to traditional promotions as a way to measure success (Caudron, 1990, p. 74). At MAC, the diversity program began with a three-day workshop (attended by more than 100 employees) which led to the development of a long-range plan to address critical issues. The plan was approved by management, and the company set out to implement the program, using a human resource professional who reports directly to the president. Such reporting authority gives the diversity program the greatest opportunity for success, according to analysts. In order for diversity plans to succeed, they need the backing of senior managers, and sometimes champions at the highest levels of the organization (Heller, 1995, p. 27). This is what MAC established from the earliest stages of the diversity program process. Bank of America, one of the nation's largest financial institutions, began a diversity program in 1994 designed to bring change to the organization quickly. A corporate diversity task force was appointed at the behest of the chief executive officer (CEO); the task
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Approximate Word count = 2854
Approximate Pages = 11 (250 words per page)

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