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Question 1:

A) Discuss how an organization's diversity strategy can support the business strategy. Provide at least three specific examples and explain why and how they support organizational success.

B) Consider the organization you work for or one you have worked for in the past and evaluate the diversity program. How was it effective and how did it support the strategic goals of the organization? If it was not effective, explain what factors made it ineffective.

Question 2:

A) Discuss how an organization's culture can impact policies and practices related to diversity and multiculturalism.

• How can HR influence organizational culture to support diversity and multiculturalism?
• Discuss at least three policies or practices that HR can propose.
• How can HR work with leaders to implement these policies or practices?

B) Evaluate and discuss the diversity practices and policies of your own organization or one you have worked for in the past. How does the organizational culture influence diversity and multiculturalism? Provide specific examples, but do not name the organization.

Question 3:

Consider the difference between the concepts of diversity and multiculturalism. How would you determine the difference between an organization focused on compliance versus one that promoted multiculturalism? What evidence would you be looking for and why? Discuss at least four ideas.

Question 4:

Some organizations follow a lengthy, complex selection process, whereas in other organizations the process may be more streamlined. Some may view the longer and more complex selection process to be more valid.

A) What are the advantages and disadvantages of using a lengthier process versus a more streamlined (shorter) one? Consider the perspectives of both the job seekers and the organization and the tradeoffs between efficiency and effectiveness. As a job seeker, what process would you prefer to follow and why?

B) Consider the selection process for an organization where you were ultimately hired. How would you describe the process from a candidate perspective? Do you believe it was effective? Why or why not?