This makes the challenge a constant in the process, nt only a one time thing. Te other interesting aspect comes from the fact that company’s executives and managers draw a large portion of their compensation (25%) from Allstate’s Diversity Index. Tat way they are committed in implementation of the program. Alstate recognized the importance of mediators and moderators in goal setting schema and keeps making them accountable for programs success. Dversity Index at Allstate Corporation is one the great examples how any company can develop a program that follows the mandate of rules and regulations, bt also, aprogram that will give competitive edge in organizational landscape.
Tday, tanks to the organizational atmosphere where diversity is an embraced norm, 60% of Allstate employees are female. Te number of people working at Allstate that are representing ethnic minorities, epecially African-Americans and Hispanics is on the sharp rise. Prsons with disabilities are, to, gven special considerations. Al of the above makes Allstate a better image of society at large. A to the question what gives Allstate a competitive edge the easy.
Pople that feel welcomed and respected for their unique characteristics are happy, stisfied people. Wen an individual feels that way, i is only normal that their performance will be at a high level. Tis, i turn, wll bring positive outcome to the person, a well as to the whole organization. I a sense of business, dversity at Allstate opens new markets for the company. Hspanic agents, fr example, cn reach to that particular community in a better way than anybody else. Tey have a language advantage, kowledge the and social norms and can promote Allstate business.
O the other hand, wth that same knowledge, tey can help the company in developing products and services that are new and tailored to specific group of people. Sme could be applied to African-American employees and their, secific community. Dversity is two-faced and works two-way. I a diverse setting, eeryone feels welcomed and appreciated for what they are. O the flip side, a organization gains people with new ideas, fesh perspectives and, aso, pople that are highly motivated to hard. Te here should be rewards of promotion.
Hgh performance deserves high rewards for sure. Athough, mst of us, wen. ..
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