I’m a firm believer that Human Resources personnel focusing on cultural diversity within our organization must look to alternative theoretical perspectives, such as feminist theories and sociological paradigms to identify the problematic and methodologies appropriate to future diversity advances. My research will attempt to document different voices in the workforce, especially those that have been marginalized.
Multicultural discourses that incorporate the diverse voices of all workers will not only transform our organization; they will also reinvigorate our public discourses, strengthening our social, political, and economic well-being. There have been numerous challenges issued to our organization over the past 3 years to become more involved in the pressing social issues of the day within our community. My report will detail what diversity means to me within our organizations and I will offer a sophomoric scholarly opinion to do that.
My Diversity Action Plan recommends some concrete diversity action plans throughout the organization, and these recommendations will demonstrate concerted efforts in support of diversity which we hope will yield measurable results.
My plan continues with a summary of the achievements accomplished by, and lessons learned from, the 2001 plan. This summary is followed by a call for continuing dialogue. Then the Diversity Committee of Alfa Insurance (which now incorporates the mission of the Diversity Council that was created on an ad hoc basis to implement the 2001 plan) recommends continued efforts supporting the objectives of the 2001 plan (especially in Recommendations 1 to 5) along with new efforts identified in Recommendations 6 to 16 – namely,
■Continue to enhance a supportive environment for diversity including the scholarly dialogue on diversity.
■Continue to monitor the recruitment of women and minority faculty at the senior levels, consistent with the available pool.
■Continue to encourage and...