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Organizations committed to respecting and promoting diversity and inclusion express this commitment in their mission and vision statements and establish company-wide policies to ensure that these values are reflected in everyday practices. This commitment does not originate from, nor is it propelled by, a cookie-cutter approach to such business practices as talent acquisition, professional development, leadership opportunities, and simply put: the way business gets done. These organizations recognize how critical diversity and inclusion are to a healthy workplace culture and organizational effectiveness. And, these organizations aren’t afraid to ask tough questions, such as:
Does our workforce include people who are diverse in abilities, ethnicities, culture, race, religion, sexual and/or gender orientation, and socio-economic status?
Do all employees truly have equal opportunities to grow and succeed in a healthy and respectful work environment?
Do we confront issues related to diversity and culture no matter how uncomfortable they may be, or do we shy away from dealing with problems of bias and stereotyping that can be disruptive to the status quo?
“Are we honestly being inclusive of other cultures and ideas in creating our definition of global diversity and inclusion, or are we merely trying to impose our U.S.-centric views on others?” (Diversity Best Practices, 2009).
Take time to review the weekly resources and reflect on your own experiences with diversity and inclusion in the workplace and what questions these experiences have raised for you. Write a cohesive and scholarly response based on and attached resources.
Explain at least 2 benefits and 2 challenges of promoting a culture of diversity and inclusion to an organization.
Explain how cultural, economic, political, religious, social, and economic factors may impact diversity and inclusion practices within organizations. Include examples that demonstrate this.
Use three of the attached sources.


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