The the article Reading the Changing the Government’s Use of Diversity, is about the executive order that was put into place calling for all government agencies to have a diversity and inclusion plan in place within 120 days. The first thing that comes to mind is the multicultural approach that was mention in the Leading Organizations book. The upside of this approach is “benefits of a diverse workforce and explicitly recognizes employee difference as a source of strength.” (Hickman, 2010, p. 414) The downside “can produce skepticism and resentment on the part of some groups – in particular non-minority groups” (Hickman, 2010, p. 414)
Here are the results one year after implementing the order1:
One year after implementing this order the federal government is unhappy with leadership, from a trend that has been on the rise for 9 years. I am guessing they applied the diversity without the inclusion. I imagine that the only number that matter is the percentage increase in minorities hired. What should have happened? Instead of focusing on the quick and easy solution of just hiring more minorities, they should have focused on how they could recruit more qualified minorities. Second they need to make sure the inclusion plan was conveyed to everyone, this way nobody feels threaten.
Best Places to Work > Snapshots – Partnership for Public Service. (2013). Retrieved June 12, 2013, from http://bestplacestowork.org/BPTW/analysis/snapshots.php
Hickman, G. R. (2010). Leading organizations: Perspectives for a new era. Los Angeles: SAGE Publications.
1This analysis by the Partnership for Public Service and Deloitte, based on data from the Office of Personnel Management’s (OPM) 2012 Federal Employee Viewpoint Survey, found that effective leadership was ranked 9th of the 10 workplace categories that were measured. It scored lower than such issues as pay, work/life balance and teamwork. (“Best Places to Work “, 2012., p. 1)