WGU D436 Task 3 |Passed on First Attempt |Latest Update
with Complete Solution
MSHRM Capstone
Course Code: D436
Student Name:
Student ID:
Date: May
Mentor:
A1. In reviewing Minicase #1, which outlines the “Growing Our Roots”
initiative, a significant issue in diversity, equity, and inclusion (DEI) has been
identified. The “Growing Our Roots” initiative aimed to increase diversity
among applicants and fill 100 open positions. The issue in this minicase
regarding DEI is that a majority of the hired applicants, 55%, were white, a
higher percentage than all other races combined. The percentage of white
applicants hired is a significant issue because it mirrors the current
employee population at AFS and demonstrates no growth in DEI due to the
initiative.
, A2. Metrics from the “Growing Our Roots” initiative showed that 55% of
the new hires were white, 5% multiracial, 15% Hispanic or Latino, 10% Asian,
and 10% African American or black. This information was compared against
the current year’s employee percentages from the Workforce Analysis
report, where 56.5% of employees currently working for AFS are also white.
The current hiring practices at AFS currently favor the majority group over all
other racial minority groups combined.
A3. If increasing employee diversity is not achieved as planned in the
“Growing Our Roots” initiative, senior leadership will face issues with
increased costs for hiring new employees and difficulty hiring new
employees. It can cost as much as three to four times an employee’s salary
to replace them. (Navarra, 2022) Of course, not all of that is a direct cost;
some costs are time investments translated into monetary value, such as
physically recruiting, interviewing, onboarding, and training involved in hiring
just one employee. If diversity is not a priority, it is difficult for employees of
a minority group to feel like they belong, which continues the ongoing high
rate of turnover AFS is already experiencing among minority groups, leading
to continued high costs associated with keeping AFS fully staffed. The second
issue senior leadership will face is finding employees to replace those who
have left; it will be difficult. Some feedback from the "Growing Our Roots”
initiative was that some people attending the career fair did not feel like
anyone representing AFS looked like them. The lack of diverse
representation among staff and leadership makes it difficult for a potential
candidate to feel like they belong at AFS and seek employment elsewhere.
with Complete Solution
MSHRM Capstone
Course Code: D436
Student Name:
Student ID:
Date: May
Mentor:
A1. In reviewing Minicase #1, which outlines the “Growing Our Roots”
initiative, a significant issue in diversity, equity, and inclusion (DEI) has been
identified. The “Growing Our Roots” initiative aimed to increase diversity
among applicants and fill 100 open positions. The issue in this minicase
regarding DEI is that a majority of the hired applicants, 55%, were white, a
higher percentage than all other races combined. The percentage of white
applicants hired is a significant issue because it mirrors the current
employee population at AFS and demonstrates no growth in DEI due to the
initiative.
, A2. Metrics from the “Growing Our Roots” initiative showed that 55% of
the new hires were white, 5% multiracial, 15% Hispanic or Latino, 10% Asian,
and 10% African American or black. This information was compared against
the current year’s employee percentages from the Workforce Analysis
report, where 56.5% of employees currently working for AFS are also white.
The current hiring practices at AFS currently favor the majority group over all
other racial minority groups combined.
A3. If increasing employee diversity is not achieved as planned in the
“Growing Our Roots” initiative, senior leadership will face issues with
increased costs for hiring new employees and difficulty hiring new
employees. It can cost as much as three to four times an employee’s salary
to replace them. (Navarra, 2022) Of course, not all of that is a direct cost;
some costs are time investments translated into monetary value, such as
physically recruiting, interviewing, onboarding, and training involved in hiring
just one employee. If diversity is not a priority, it is difficult for employees of
a minority group to feel like they belong, which continues the ongoing high
rate of turnover AFS is already experiencing among minority groups, leading
to continued high costs associated with keeping AFS fully staffed. The second
issue senior leadership will face is finding employees to replace those who
have left; it will be difficult. Some feedback from the "Growing Our Roots”
initiative was that some people attending the career fair did not feel like
anyone representing AFS looked like them. The lack of diverse
representation among staff and leadership makes it difficult for a potential
candidate to feel like they belong at AFS and seek employment elsewhere.
