Attention all professionals working in operational excellence!
Looking to improve your risk diversity and risk management strategies? Then look no further.
Our Risk Diversity and Risk Management in Operational Excellence Knowledge Base is here to guide you every step of the way.
This comprehensive database contains 1524 prioritized requirements, solutions, benefits, and real-life case studies/use cases to help you achieve the best results for your business.
With urgent and scope-based questions, we have curated a dataset that covers all aspects of risk management in operational excellence.
What sets us apart from competitors and alternatives? Our dataset is designed specifically for professionals in this field, giving you targeted and relevant information that you won′t find elsewhere.
It′s also an affordable alternative to hiring expensive consultants or conducting time-consuming research.
Our easy-to-use product is perfect for both beginners and experienced professionals.
Simply access the database and start uncovering valuable insights and solutions for your business.
We understand that every business is different, which is why our dataset covers a wide range of industries and scenarios, providing you with tailored recommendations and strategies.
By utilizing our Risk Diversity and Risk Management in Operational Excellence Knowledge Base, you will see immediate benefits in your business.
Improve your risk management techniques, minimize potential threats, and increase overall efficiency and productivity.
Don′t just take our word for it, our dataset has been thoroughly researched and tested to ensure accuracy and effectiveness.
For businesses, our Knowledge Base is an invaluable tool that can save time and resources while improving overall risk management strategies.
The cost of this dataset is minimal compared to the potential consequences of ineffective risk management.
Don′t risk falling behind in today′s competitive business landscape.
Stay ahead of the game with our Risk Diversity and Risk Management in Operational Excellence Knowledge Base.
Learn, adapt, and conquer all challenges that come your way.
Try it out now and see the results for yourself.
Do you have a diversity policy and procedures to ensure diversity in your organization? Do you have the right diversity of talent in all the right places across your organization? Does your recruiting process incorporate techniques to minimize conscious and unconscious biases?
Risk Diversity
Risk diversity refers to the potential for a variety of risks to occur within an organization. This can include financial, operational, and cultural risks. To address these risks, organizations may have a diversity policy and procedures in place to promote inclusion and diversity within their workforce.
1. Implementing a diversity policy and training programs to promote inclusion and prevent discrimination.
Benefits: Creates a diverse and inclusive workplace, reduces the risk of legal issues and improves overall employee satisfaction and retention.
2. Regularly conducting diversity audits and assessments to identify any disparities and address them promptly.
Benefits: Allows for proactive identification and resolution of diversity issues, ensures compliance with regulations, and promotes a fair and equitable work environment.
3. Creating a diverse hiring committee and utilizing blind resume screening to minimize unconscious biases in the recruitment process.
Benefits: Increases diversity in the candidate pool, promotes fair and unbiased hiring decisions, and enhances the organization′s reputation as an equal opportunity employer.
4. Providing diversity and inclusion training to all employees to promote cultural competency and respect for individual differences.
Benefits: Enhances understanding and appreciation for diversity, reduces conflicts and misunderstandings, and improves teamwork and collaboration.
5. Developing a mentorship program to support the advancement of underrepresented groups within the organization.
Benefits: Provides opportunities for career development and growth for diverse employees, increases retention rates, and promotes a more inclusive culture.
6. Regularly reviewing and revising policies and procedures to ensure they promote diversity and inclusivity.
Benefits: Allows for continuous improvement and adaptation to changing demographics and cultural norms, reduces the risk of discrimination claims, and promotes a positive company image.
7. Encouraging open communication and creating a safe space for employees to express their concerns and provide feedback on diversity matters.
Benefits: Builds a culture of trust and inclusivity, identifies potential issues before they escalate, and promotes a sense of belonging among employees.
8. Partnering with diverse suppliers and vendors to support economic inclusion and promote diversity both within and outside the organization.
Benefits: Expands opportunities for diverse businesses, promotes a more diverse supply chain, and highlights the organization′s commitment to diversity and inclusion.
CONTROL QUESTION: Do you have a diversity policy and procedures to ensure diversity in the organization?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, our ultimate goal for Risk Diversity is to become the leading organization in promoting and implementing diversity and inclusion within the risk management industry. We envision a world where all organizations prioritize and value diversity in their risk management strategies, creating a more inclusive and equitable society.
To achieve this, we will establish a comprehensive diversity policy that encompasses all aspects of our organization, from hiring and promotions to training and vendor partnerships. This policy will be reviewed and updated annually, with input from our diverse team members and external experts.
We will also implement robust procedures to ensure diversity is embedded in all aspects of our business operations. This includes actively seeking out diverse candidates for open positions, providing ongoing diversity and inclusion training for all employees, and incorporating diversity metrics into our performance evaluations and business goals.
As a company, we will strive to have a diverse and inclusive workforce that reflects the communities we serve. This includes continually monitoring and addressing any disparities in representation and pay between different demographic groups, as well as providing support and resources for underrepresented employees.
In addition, we will use our platform and influence to advocate for diversity and inclusion in the risk management industry by participating in conferences, speaking engagements, and partnering with other like-minded organizations.
Our long-term goal is to create a ripple effect in the industry, inspiring other organizations to prioritize diversity and inclusion in their risk management strategies. We believe that by doing so, we can help create a safer, more resilient, and more equitable world for all.
"This dataset is a goldmine for researchers. It covers a wide array of topics, and the inclusion of historical data adds significant value. Truly impressed!"
Case Study: Ensuring Diversity in the Organization at Risk Diversity
Synopsis:
Risk Diversity is a leading insurance company that offers a wide range of insurance products and services to customers both locally and globally. The company has been in business for over 20 years and has successfully established itself as a trusted brand in the insurance industry.
In recent years, diversity and inclusion have become key priorities for organizations, as there is growing recognition that a diverse workforce brings significant benefits to a company′s performance, culture, and overall success. With the changing demographics of the workforce and customers, Risk Diversity has also realized the importance of diversity, not only as a social responsibility but also as a business imperative.
After conducting an internal audit, it was found that while the overall gender diversity in the organization was relatively balanced, there was still a lack of representation of other diversity dimensions, such as race, ethnicity, sexual orientation, and disability, among others. This led to concerns about the fairness, inclusiveness, and barriers to career progression for employees from diverse backgrounds.
To address these issues, Risk Diversity approached our consulting firm to develop a comprehensive diversity policy and procedures framework to ensure a more inclusive and diverse workforce.
Consulting Methodology:
To address the client′s needs, we adopted a six-step consulting methodology, which included:
1) Identifying the current state of diversity in the organization: We conducted a thorough analysis of the organization′s internal data, policies, and procedures to understand the current state of diversity.
2) Performing a benchmarking analysis: We conducted a benchmarking analysis of the industry′s best practices for diversity and inclusion to identify gaps in the client′s current practices.
3) Conducting focus groups and surveys: We conducted focus groups and surveys to gather feedback from employees about their experiences and perspectives on diversity and inclusion in the organization.
4) Developing a diversity policy framework: Based on the findings from the above steps, we developed a comprehensive diversity policy framework that outlined the organization′s commitment to diversity, the dimensions of diversity to be considered, and the strategies to promote and maintain an inclusive culture.
5) Creating procedures for implementation: We developed clear and actionable procedures on how the organization would implement and monitor the diversity policy, including recruitment, training, and career progression processes.
6) Providing training and support: We delivered training sessions for managers and employees on diversity and inclusive practices, including unconscious bias training, to create awareness and promote a culture of inclusion.
Deliverables:
1) Comprehensive diversity policy: A detailed diversity policy that outlines the organization′s commitment to diversity and inclusion, the dimensions of diversity that will be considered, and the strategies to promote inclusiveness.
2) Procedures manual: A comprehensive procedures manual that outlines how the diversity policy will be implemented and monitored, including specific actions and responsibilities for each stage.
3) Training materials: Training materials for managers and employees, including presentations, videos, and handbooks on diversity and inclusion best practices.
4) Action plan: A detailed action plan outlining the steps required to implement the diversity policy and procedures effectively.
Implementation Challenges:
One of the main challenges faced during the consulting process was addressing resistance from certain stakeholders who believed that diversity and inclusion were not relevant to the organization′s bottom line. It was essential to highlight the business benefits of diversity and inclusion to gain buy-in from these stakeholders.
To address this challenge, we referenced research, including a McKinsey & Company report that found that diverse companies are more likely to outperform their peers financially. We also shared examples of successful companies that have embraced diversity and inclusion, such as Google, who reported that diversity and inclusion initiatives directly impact their bottom line by reducing turnover, retaining top talent, and increasing innovation.
KPIs:
Post-implementation of the diversity policy and procedures, the following key performance indicators (KPIs) will be used to assess its success:
1) Employee engagement: Measuring employee satisfaction and engagement levels to determine if there has been an improvement in the perception of diversity and inclusion within the organization.
2) Workforce demographics: Tracking the representation of diverse employees at all levels of the organization and identifying any gaps or areas for improvement.
3) Promotion and retention rates: Tracking the promotion rates and turnover rates of diverse employees to ensure they are similar to their non-diverse counterparts.
4) Employee surveys: Conducting regular employee surveys to gather feedback on the effectiveness of the diversity policy and procedures and identify any areas for improvement.
Management Considerations:
Implementing a diversity policy and procedures requires ongoing commitment and support from senior management. To ensure sustainable change, it is crucial for senior management to lead by example and actively promote diversity and inclusive practices within the organization.
Moreover, regular monitoring and review of the policy and procedures will be essential to identify any issues and make necessary adjustments. It is also critical to regularly communicate the progress and success of diversity initiatives to maintain momentum and support from employees and stakeholders.
Conclusion:
In conclusion, having a diversity policy and procedures in place is essential for promoting a more inclusive and diverse workplace. By following a systematic approach and taking into account best practices and current research, our consulting firm was able to develop a comprehensive framework for Risk Diversity that aligns with their business goals and values.
It is imperative for organizations to recognize the benefits of diversity and inclusion and take concrete actions to foster a more diverse and inclusive workplace. With the implementation of the diversity policy and procedures, Risk Diversity is well on its way to creating a more equitable and future-ready workforce.
Citations:
1) McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters. https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Diversity%20wins%20How%20inclusion%20matters/Overview-and-Publications/McKinsey-Diversity-Wins-Report-update.ashx
2) Google. (n.d.). Diversity & Inclusion. https://careers.google.com/teams/diversity-inclusion/
3) Catalyst. (2018). Why Diversity and Inclusion Matter [Whitepaper]. https://www.catalyst.org/wp-content/uploads/2018/05/Why-Diversity-and-Inclusion-Matter-Knowledge-to-Action-Guide-v2.pdf
4) Ogilvy. (2018). Embracing a More Diverse World: Insights from a Global Study [Whitepaper]. https://www.ogilvy.co.uk/wp-content/uploads/2018/06/Ogilvy-Diversity-whitepaper-final.pdf.
Looking to improve your risk diversity and risk management strategies? Then look no further.
Our Risk Diversity and Risk Management in Operational Excellence Knowledge Base is here to guide you every step of the way.
This comprehensive database contains 1524 prioritized requirements, solutions, benefits, and real-life case studies/use cases to help you achieve the best results for your business.
With urgent and scope-based questions, we have curated a dataset that covers all aspects of risk management in operational excellence.
What sets us apart from competitors and alternatives? Our dataset is designed specifically for professionals in this field, giving you targeted and relevant information that you won′t find elsewhere.
It′s also an affordable alternative to hiring expensive consultants or conducting time-consuming research.
Our easy-to-use product is perfect for both beginners and experienced professionals.
Simply access the database and start uncovering valuable insights and solutions for your business.
We understand that every business is different, which is why our dataset covers a wide range of industries and scenarios, providing you with tailored recommendations and strategies.
By utilizing our Risk Diversity and Risk Management in Operational Excellence Knowledge Base, you will see immediate benefits in your business.
Improve your risk management techniques, minimize potential threats, and increase overall efficiency and productivity.
Don′t just take our word for it, our dataset has been thoroughly researched and tested to ensure accuracy and effectiveness.
For businesses, our Knowledge Base is an invaluable tool that can save time and resources while improving overall risk management strategies.
The cost of this dataset is minimal compared to the potential consequences of ineffective risk management.
Don′t risk falling behind in today′s competitive business landscape.
Stay ahead of the game with our Risk Diversity and Risk Management in Operational Excellence Knowledge Base.
Learn, adapt, and conquer all challenges that come your way.
Try it out now and see the results for yourself.
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1524 prioritized Risk Diversity requirements. - Extensive coverage of 173 Risk Diversity topic scopes.
- In-depth analysis of 173 Risk Diversity step-by-step solutions, benefits, BHAGs.
- Detailed examination of 173 Risk Diversity case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Risk Auditing Standards, Training Programs, Risk Change Management, Risk Containment, Capacity Planning, Financial Risk, Risk Likelihood, Resource Allocation, Equipment Failure, Risk Supervision, Risk Exposure, Infrastructure Risks, Risk Framework, Emergency Planning, Root Cause Analysis, Risk Methodology, Workplace Safety, Customer Satisfaction, Market Fluctuations, Risk Escalation, Risk Test Plan, Risk Assurance, Culture Change, Human Error, Risk Identification, Employee Engagement, Process Efficiency, Risk Treatment Plan, Risk Testing, Risk Materiality, Risk Documentation, Process Standardization, Risk Workshop, Risk Mitigation, Mitigation Strategies, Risk Management Capability, Inspection Programs, Risk Tracking, Risk Mixture, Risk Incident, Staffing Levels, Risk Management Strategy, Project Management, Risk Strategy Alignment, Risk Intelligence, Maintenance Planning, Risk Resilience, Risk Management Cycle, Risk Management System, Risk Threshold, Cost Benefit Analysis, Risk Ownership, Risk Hazard, Risk Standards, Technology Risks, Risk Integration, Communication Plan, Threat Identification, Risk Governance, Risk Categories, Outsourcing Risks, Risk Controls Effectiveness, Risk Information System, Safety Culture, Business Process, Contingency Planning, Productivity Loss, Critical Infrastructure, Risk Steering Committee, SOP Development, Cybersecurity Risks, Risk Tolerance, Risk Allocation, Measuring Performance, Risk Culture, Risk Action Plan, Risk Modeling, Supplier Risks, Risk Functionality, Risk Strategy, Performance Monitoring, Backup Strategies, Security Protocols, Risk Optimization, Risk Accountability, Risk Control Framework, Risk Documentation Review, Risk Indicators, Supply Chain Risks, Disruptive Technologies, Process Automation, Risk Process Improvement, Risk Response Planning, Risk Control Matrix, Risk Replication, Risk Awareness, Risk Remediation Plan, Third Party Risks, Business Strategy, Competitive Risks, Risk Evaluation Criteria, Risk Validation, Cost Management, Risk Approaches, Equipment Maintenance, Facility Design, Control Systems, Crisis Management, Risk Decision Making, Capital Investment, Investment Risks, Risk Prioritization, Risk Management Culture, Business Continuity, Risk Management Process, Budget Planning, Risk Appetite, Preventive Maintenance, Risk Reporting, Production Delays, Risk Reporting Framework, Risk Assessment Matrix, Legal Risks, Leadership Engagement, Risk Continuity, Workforce Planning, Risk Sharing, Regulatory Compliance, Operational Hazards, Risk Communication, Reputation Risks, Risk Prevention, Risk Transfer, Risk Integration Plan, Asset Management, Risk Review, Business Impact Analysis, Inspection Planning, Risk Impact, And Save, Incident Investigation, Critical Processes, Information Management, Process Mapping, Risk Compliance, Risk Protection, Risk Inventory, Facility Management, Risk Inheritance, Risk Treatment, Environmental Risks, Safety Training, Risk Remediation, Risk Flexibility, Risk Diversity, Risk Maturity, Risk Resource Allocation, Skills Assessment, Risk Register, Risk Profiling, Labor Disputes, Succession Planning, Risk Response, Continuous Improvement, Disaster Recovery, Material Handling, Energy Management, Risk Controls, Workflow Management, Policy Revisions, Risk Monitoring, Risk Management Plan, Market Research
Risk Diversity Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Risk Diversity
Risk diversity refers to the potential for a variety of risks to occur within an organization. This can include financial, operational, and cultural risks. To address these risks, organizations may have a diversity policy and procedures in place to promote inclusion and diversity within their workforce.
1. Implementing a diversity policy and training programs to promote inclusion and prevent discrimination.
Benefits: Creates a diverse and inclusive workplace, reduces the risk of legal issues and improves overall employee satisfaction and retention.
2. Regularly conducting diversity audits and assessments to identify any disparities and address them promptly.
Benefits: Allows for proactive identification and resolution of diversity issues, ensures compliance with regulations, and promotes a fair and equitable work environment.
3. Creating a diverse hiring committee and utilizing blind resume screening to minimize unconscious biases in the recruitment process.
Benefits: Increases diversity in the candidate pool, promotes fair and unbiased hiring decisions, and enhances the organization′s reputation as an equal opportunity employer.
4. Providing diversity and inclusion training to all employees to promote cultural competency and respect for individual differences.
Benefits: Enhances understanding and appreciation for diversity, reduces conflicts and misunderstandings, and improves teamwork and collaboration.
5. Developing a mentorship program to support the advancement of underrepresented groups within the organization.
Benefits: Provides opportunities for career development and growth for diverse employees, increases retention rates, and promotes a more inclusive culture.
6. Regularly reviewing and revising policies and procedures to ensure they promote diversity and inclusivity.
Benefits: Allows for continuous improvement and adaptation to changing demographics and cultural norms, reduces the risk of discrimination claims, and promotes a positive company image.
7. Encouraging open communication and creating a safe space for employees to express their concerns and provide feedback on diversity matters.
Benefits: Builds a culture of trust and inclusivity, identifies potential issues before they escalate, and promotes a sense of belonging among employees.
8. Partnering with diverse suppliers and vendors to support economic inclusion and promote diversity both within and outside the organization.
Benefits: Expands opportunities for diverse businesses, promotes a more diverse supply chain, and highlights the organization′s commitment to diversity and inclusion.
CONTROL QUESTION: Do you have a diversity policy and procedures to ensure diversity in the organization?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, our ultimate goal for Risk Diversity is to become the leading organization in promoting and implementing diversity and inclusion within the risk management industry. We envision a world where all organizations prioritize and value diversity in their risk management strategies, creating a more inclusive and equitable society.
To achieve this, we will establish a comprehensive diversity policy that encompasses all aspects of our organization, from hiring and promotions to training and vendor partnerships. This policy will be reviewed and updated annually, with input from our diverse team members and external experts.
We will also implement robust procedures to ensure diversity is embedded in all aspects of our business operations. This includes actively seeking out diverse candidates for open positions, providing ongoing diversity and inclusion training for all employees, and incorporating diversity metrics into our performance evaluations and business goals.
As a company, we will strive to have a diverse and inclusive workforce that reflects the communities we serve. This includes continually monitoring and addressing any disparities in representation and pay between different demographic groups, as well as providing support and resources for underrepresented employees.
In addition, we will use our platform and influence to advocate for diversity and inclusion in the risk management industry by participating in conferences, speaking engagements, and partnering with other like-minded organizations.
Our long-term goal is to create a ripple effect in the industry, inspiring other organizations to prioritize diversity and inclusion in their risk management strategies. We believe that by doing so, we can help create a safer, more resilient, and more equitable world for all.
Customer Testimonials:
"This dataset is a goldmine for researchers. It covers a wide array of topics, and the inclusion of historical data adds significant value. Truly impressed!"
"The prioritized recommendations in this dataset are a game-changer for project planning. The data is well-organized, and the insights provided have been instrumental in guiding my decisions. Impressive!"
"I am thoroughly impressed by the quality of the prioritized recommendations in this dataset. It has made a significant impact on the efficiency of my work. Highly recommended for professionals in any field."
Risk Diversity Case Study/Use Case example - How to use:
Case Study: Ensuring Diversity in the Organization at Risk Diversity
Synopsis:
Risk Diversity is a leading insurance company that offers a wide range of insurance products and services to customers both locally and globally. The company has been in business for over 20 years and has successfully established itself as a trusted brand in the insurance industry.
In recent years, diversity and inclusion have become key priorities for organizations, as there is growing recognition that a diverse workforce brings significant benefits to a company′s performance, culture, and overall success. With the changing demographics of the workforce and customers, Risk Diversity has also realized the importance of diversity, not only as a social responsibility but also as a business imperative.
After conducting an internal audit, it was found that while the overall gender diversity in the organization was relatively balanced, there was still a lack of representation of other diversity dimensions, such as race, ethnicity, sexual orientation, and disability, among others. This led to concerns about the fairness, inclusiveness, and barriers to career progression for employees from diverse backgrounds.
To address these issues, Risk Diversity approached our consulting firm to develop a comprehensive diversity policy and procedures framework to ensure a more inclusive and diverse workforce.
Consulting Methodology:
To address the client′s needs, we adopted a six-step consulting methodology, which included:
1) Identifying the current state of diversity in the organization: We conducted a thorough analysis of the organization′s internal data, policies, and procedures to understand the current state of diversity.
2) Performing a benchmarking analysis: We conducted a benchmarking analysis of the industry′s best practices for diversity and inclusion to identify gaps in the client′s current practices.
3) Conducting focus groups and surveys: We conducted focus groups and surveys to gather feedback from employees about their experiences and perspectives on diversity and inclusion in the organization.
4) Developing a diversity policy framework: Based on the findings from the above steps, we developed a comprehensive diversity policy framework that outlined the organization′s commitment to diversity, the dimensions of diversity to be considered, and the strategies to promote and maintain an inclusive culture.
5) Creating procedures for implementation: We developed clear and actionable procedures on how the organization would implement and monitor the diversity policy, including recruitment, training, and career progression processes.
6) Providing training and support: We delivered training sessions for managers and employees on diversity and inclusive practices, including unconscious bias training, to create awareness and promote a culture of inclusion.
Deliverables:
1) Comprehensive diversity policy: A detailed diversity policy that outlines the organization′s commitment to diversity and inclusion, the dimensions of diversity that will be considered, and the strategies to promote inclusiveness.
2) Procedures manual: A comprehensive procedures manual that outlines how the diversity policy will be implemented and monitored, including specific actions and responsibilities for each stage.
3) Training materials: Training materials for managers and employees, including presentations, videos, and handbooks on diversity and inclusion best practices.
4) Action plan: A detailed action plan outlining the steps required to implement the diversity policy and procedures effectively.
Implementation Challenges:
One of the main challenges faced during the consulting process was addressing resistance from certain stakeholders who believed that diversity and inclusion were not relevant to the organization′s bottom line. It was essential to highlight the business benefits of diversity and inclusion to gain buy-in from these stakeholders.
To address this challenge, we referenced research, including a McKinsey & Company report that found that diverse companies are more likely to outperform their peers financially. We also shared examples of successful companies that have embraced diversity and inclusion, such as Google, who reported that diversity and inclusion initiatives directly impact their bottom line by reducing turnover, retaining top talent, and increasing innovation.
KPIs:
Post-implementation of the diversity policy and procedures, the following key performance indicators (KPIs) will be used to assess its success:
1) Employee engagement: Measuring employee satisfaction and engagement levels to determine if there has been an improvement in the perception of diversity and inclusion within the organization.
2) Workforce demographics: Tracking the representation of diverse employees at all levels of the organization and identifying any gaps or areas for improvement.
3) Promotion and retention rates: Tracking the promotion rates and turnover rates of diverse employees to ensure they are similar to their non-diverse counterparts.
4) Employee surveys: Conducting regular employee surveys to gather feedback on the effectiveness of the diversity policy and procedures and identify any areas for improvement.
Management Considerations:
Implementing a diversity policy and procedures requires ongoing commitment and support from senior management. To ensure sustainable change, it is crucial for senior management to lead by example and actively promote diversity and inclusive practices within the organization.
Moreover, regular monitoring and review of the policy and procedures will be essential to identify any issues and make necessary adjustments. It is also critical to regularly communicate the progress and success of diversity initiatives to maintain momentum and support from employees and stakeholders.
Conclusion:
In conclusion, having a diversity policy and procedures in place is essential for promoting a more inclusive and diverse workplace. By following a systematic approach and taking into account best practices and current research, our consulting firm was able to develop a comprehensive framework for Risk Diversity that aligns with their business goals and values.
It is imperative for organizations to recognize the benefits of diversity and inclusion and take concrete actions to foster a more diverse and inclusive workplace. With the implementation of the diversity policy and procedures, Risk Diversity is well on its way to creating a more equitable and future-ready workforce.
Citations:
1) McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters. https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/Organization/Our%20Insights/Diversity%20wins%20How%20inclusion%20matters/Overview-and-Publications/McKinsey-Diversity-Wins-Report-update.ashx
2) Google. (n.d.). Diversity & Inclusion. https://careers.google.com/teams/diversity-inclusion/
3) Catalyst. (2018). Why Diversity and Inclusion Matter [Whitepaper]. https://www.catalyst.org/wp-content/uploads/2018/05/Why-Diversity-and-Inclusion-Matter-Knowledge-to-Action-Guide-v2.pdf
4) Ogilvy. (2018). Embracing a More Diverse World: Insights from a Global Study [Whitepaper]. https://www.ogilvy.co.uk/wp-content/uploads/2018/06/Ogilvy-Diversity-whitepaper-final.pdf.
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