It is vital that organizations develop diversity management programs as a means of responding to opportunities and challenges in the internal and external environments (Pitts, Hicklin, Hawes, & Melton, 2010). Diversity is defined as the ways in which people differ from one another, i.e., differences in gender, race, ethnicity, religion, sexual affinity, ethnicity and abilities/disabilities. These differences can affect a person’s performance, motivation, communication and inclusion within a non-profit organization. This underscores the need for effective diversity initiatives in non-profit organizations that seek success in a world that is becoming increasingly diverse (Harvey and Allard, 2009). In a previous study, the researcher found that few non-profit organizations have an operational diversity plan (Gibbons, 2009). Intrigued by this anomaly, the author conducted a follow-up case study of diversity initiatives in non-profit organizations in the Pittsburgh, Pennsylvania area. The purpose of this case study is to identify components of effective diversity plans and offer implementation guidelines for all non-profit organizations, specifically community organizations, universities and performing arts groups.
|Keywords:||Diversity Initiatives, Non-profit Organizations, Workplace Diversity Management|
Associate Professor, Department of Organizational Studies, School of Communications and Information Systems, Robert Morris University, Pittsburgh, PA, USA
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