Posted: February 20th, 2022
Formal training among organizations attracts both the pros and cons while addressing organizational diversity challenges. As a result, Facebook could use strategic approaches to align its workplace diversity training program with the prevailing business model for quality outcomes. Firstly, this company needs to thoroughly analyze the present situation regarding workplace diversity (Lindsey et al., 2017). Here, Facebook should concentrate on internal focus groups, engagement surveys or research projects to help include employee feedback and show that it is committed to inclusivity. Next, an in-depth analysis could help identify specific aspects that require improvement, thereby having them in the diversity training program. Likewise, a solid diversity training framework could allow Facebook to guide its diversity training managers and other levels of employees (Lindsey et al., 2017). This company must provide diversity education across all employees to reinforce the significance of diversity. After that, the program managers must focus on clear metrics while sharing incentives with all members. As a result, all workers will feel empowered to identify and report discriminatory attributes. Facebook diversity managers must incorporate specific mentoring initiatives to promote internal development, encourage additional input to ensure employee retention (Lindsey et al., 2017). This company should align certain employees with their mentors depending on their race, gender, age and other factors for quality growth.
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