Cur-518 Multicultural Strategies for the Adult Learner Team D 6 wk final/ Organization Diversity Planning Presentation. Team D Omegeia Banks-O'Hara, Arleen Orozco, & Nicole McLamb.

1. Organizational Diversity
Planning Presentation
Team D – Omegeia Banks-O’Hara, Arleen Orozco, and Nicole McLamb

2. Introduction
The American Red Cross is established on a diversity- positive leadership that expands across all of
the American Red Cross lines of service. They recognize the importance of diversity, and for this reason tries to
utilize peoples’ differences in their effort to help the community. This is displayed by, and with the help of their
employees, and volunteers. The diversity vision of the American Red Cross is to encourage and welcome all
people of different cultures, products, and services, all while combining a variety of business strategies,
decisions, and policies that is culturally decent and sensitive. This slide share will give brief background
information on the organization, identify the need for improvement, identify legal issues and obstacle, outline a
training/development plan, and provide a recommended course of action.

3. Its about support
for Military
families
Its about Disaster Relief
It’s all
about the
People
Its about
educating
our
people
Its about saving our
community
Its about
International
Services

4. Planning Improvement
Ideas
The dominant culture letting go
of their assumptions about the
universal rightness of their own
values and customary ways of
doing things and to become
receptive to other cultures.
Cultural Transformation –
monitoring the attitude in the
workplace
To monitor hiring for ability
instead of for family
More training for the
communities

5. Training ~ Align diversity efforts with organizational
business objectives to achieve Diversity and Inclusion
 Training will educate internal and external
employees, volunteers, supply and service
providers, with the online resources available
to review the American Red Cross Code of
Business Ethics and Conduct.
 Educate employees, volunteers, supply, and
service providers on the resources available to
report conduct contrary to the Code of
Business Ethics and Conduct.
 Renew the commitment to the Code of Business
Ethics and Conduct by providing a forum for
discussion concluding with online
acknowledgement of the Certification of
Commitment to the Code of Business Ethics
and Conduct.
 Introduce the function of the Office of the
Corporate Ombudsman, their methods of
conflict resolution such as facilitation,
conciliation, shuttle diplomacy, and
mediation to help resolve issues.
 Instruct service providers and volunteers
with The Concern Connection Line, a
worldwide, 24-hour, anonymous,
confidential, toll-free number for reporting
concerns or questions regarding illegal,
unsafe, or unethical conduct observed or
revealed within the organization.

6. Training ~ Align diversity efforts with organizational
business objectives to achieve Diversity and Inclusion
 Beginning August 1, 2014 each internal and external
employees, volunteers, supply and service provider will
be required to attend a 2-hour virtual classroom to
discuss the American Red Cross Code of Business
Ethics and Conduct.
 The virtual classroom session will take place online
through internet access at GoToMeeting/arc.com
 A temporary ID and password will be provided to each
attendee prior to their email invitation to attend.
 Completion reports generate weekly until 100%
completion has occurred.
 The virtual classroom session will be added to the new
employee, volunteer, supply and service provider
orientation presentation.

7. Issues and Obstacles
There are many legal issues and obstacles the American Red Cross could encounter. For example it could be hiring or
accepting volunteers who do not embrace diversity (Lindblad, 2014). Therefore, this could further cause a decrease in
the mature Americans being hired or allowed to volunteer due to age discrimination (Lindblad, 2014).

8. Unexperienced workers and volunteers
who are not trained will not know what
to do, how to help, and where to go
confidently where help is needed the
most. Salmon (2012)
People are more inspired to give to
organizations that have or share the
same religious beliefs they have,
instead of donating to where it is
needed (Shaw- Hamilton, 2011).
Allowing to many non trained
unexperienced workers to be placed in
situations where they are not being
instructed to help is poor management.
Especially so for those who do not
know how, or is afraid to take the
initiative without being told what to do.
It is also the fault of poor management
when equipment is not used or placed
in areas where it is not needed (Salmon
2012).
Issues & Obstacles
Poor Communication

9. Recommended Course of Action
1. To facilitate a training in which we would instruct how to establish good communication
channels within the organization; locally and throughout the individual branches.
2. To have all complete a webinar training on understanding diversity, and being acceptable
of all cultures; despite variations in religious customs. This would help to develop
partnerships which promote humanitarian efforts showing that they are a neutral area.
3. The Red Cross would change their employment strategies to include an assessment of
qualifications for the job, and ensure that all are thoroughly trained before entering into
areas that need help. This is to ensure that effective services are rendered to those in
need.
4. The Red Cross will also ensure that those in managerial positions are aware of the
mission statement, and have excelled in communication, and effective customer service
skills to better function in their roles of management.

10. Research into “The Red Cross” has shown that they are an organization that values diversity;
this in turn has helped them to become successful in humanitarian efforts across the globe. Even in this
however, it is found that certain aspects of their diversity strategies have suffered due to a lack of
understanding and training in certain areas. For instance nepotism in certain areas run strong, giving
cause to discrimination by family relation. It is for this reason that this slide share was presented, to
show how, and what areas need improvement. We have shown that the mission of the “Red Cross”
focuses on the people in every respect. We have also presented what we believe should be focused on to
enhance the success of diversification within the organization. We have also shown how training aligns
with efforts to increase diversity and inclusion, and lastly the issues the organization can encounter along
with a recommended course of action to combat these issues. This is Learning Team D’s Organizational
Diversity Planning presentation.
Conclusion

11. Reference
American Red Cross. (2014). Retrieved from http://from http://www.redcross.org/about-us/governance/corporate-diversity
American Red Cross troubles/PBS news hour. (1996- 2014). Retrieved from http://www.pbs.org/newshour/bb/health-july-dec05-redcross_12-14/
The top issues regarding diversity in organizations- Diversityinc. (2014). Retrieved from http://www.diversityinc.com/ask-the-white-guy/the-top-issues-
regarding-diversity-in-organizations/
Holt, M. (2014). Key tools to manage work place diversity. Retrieved from http://smallbusiness.chron.com/key-tools-manage-workplace-diversity-3027.html
Johnson, R. (2014). Examples of diversity problems in the work place. Retrieved from http://smallbusiness.chron.com/examples-diversity-problems-
workplace-19389.html
Lindblad, M., Media, D. (2014). Cause and effects of diversity in the work place/Chron. Retrieved from http://smallbusiness.chron.com/causes-effects-
diversity-workplace-26003.html
Salmon, F. (2012). Felix Salmon/Analysis and opinion. Retrieved from http://blogs.reuters.com/felix-salmon/2012/11/12/the-problem-with-the-red-cross/
Shaw- Hamilton, J. (2011). Cross-cultural collaboration building partnerships- Humanitarian practice network. Retrieved from
http://www.odihpn.org/humanitarian-exchange-magazine/issue-50/cross-cultural-collaboration-building-partnerships