Measuring diversity within an organization is about assessing and drivingorganizational change and impact. It is about implementing metrics and creatingtools that ensure the creation, management, valuing, and leveraging of a diverseworkforce for organizational effectiveness and sustained competitiveness. Themost common measures, Equal Employment Opportunity (EEO) and Affirmative Action(AA) Metrics, provide the foundation for evaluation of workforce composition.Although EEO/AA metrics are limited, they are critical to the creation of avisibly diverse workforce that reflects both the available labor pool andexternal customer base. More detailed measures for managing and valuing a diverseworkforce can be said to fall into three categories: programmatic; organizationalculture; and, accountability. This paper describes these measures ingreater detail, along with the many critical elements associated with thedevelopment and implementation of the new "Affirmative Action Program Plan" atLouisville Water Company of Louisville, Kentucky, which began in October 1999. Includes 3 references.
| Edition : | Vol. - No. |
| File Size : | 1
file |
| Note : | This product is unavailable in Ukraine, Russia, Belarus |
| Number of Pages : | 12 |
| Published : | 01/01/2001 |
