National College of Business Administration &

Economics Lahore, Sub Campus Multan

SUBJECT:
ORGANIZATIONAL DEVELOPMENT (OD)

TOPIC:
Why Diversity Program Fails
 National College of Business Administration &
Economics Lahore, Sub Campus Multan

Presented by: 1: Muhammad Hassan (MTN-23-14804) (Group Leader)

2: Fouzia Naseem (MTN-23-15033)
3: Sajal Nadeem (MTN-23-14306)
4: Saba Riaz (MTN-23-14396)
5: Muhammad Abubakar (MTN-23-14541)
6: Muhammad Hassan Tariq (MTN-23-14778)
7: Aqsa Khan (MTN-24-15328)

Program: Master of Business Administration & Mphill .

Presented to: Mr. Zujaj Ahmad khan

 Table of Contents
1. Defining Diversity and Inclusion
2. Common goals of diversity programs
3. Lack of genuine commitment
4. Poor Implementation
5. Resistance to change
6. Ineffective communication
7. Tokenism
8. Case studies
9. Solution and best practices
10. Conclusion
Introduction
• Lack of leadership buy-in
• Inadequate resources
• Insufficient focus on systemic barriers
• Resistance from employees
• Overemphasis on numbers over culture
• Failure to address implicit bias
• Inadequate training and education
• No accountability or tracking progress
• Not sustainable or long-term
Defining Diversity and Inclusion
Definition of Diversity:
Variety in race, gender, age, sexual orientation, cultural background etc.
Examples:
 Racial and ethnic diversity.
 Gender diversity.
 Diversity in age groups.
 LGBTQ+ inclusion.
Definition of Inclusion:
Creating an environment where diverse individuals feel valued and integrated.
Examples:
 Inclusive workplace policies.
 Employee resource groups.
Mentorship programs for underrepresented groups.
Common goal of diversity program
1. Promote Inclusion:
Create a welcoming environment for all employees.
Examples:
 Inclusive language policies.
 Anti-discrimination training.

2. Increase Representation:
Ensure a diverse workforce at all levels.
Examples:
 Recruitment strategies targeting diverse candidates.
 Partnerships with organizations supporting underrepresented groups.
Conti…
3. Enhance Performance:
Leverage diverse perspectives to drive innovation and growth.
Examples:
Diverse teams leading to more creative solutions.
Studies showing higher financial performance in diverse organizations.
Lack of Genuine Commitment
1. Superficial Support:
Leadership endorses diversity in words but not in actions.
Examples:
Public statements supporting diversity without follow-up actions.
CEOs making speeches about diversity without policy changes.
2. Absence of Long-term Planning: Programs are short-term fixes without a
strategic vision.
Examples:
 Temporary initiatives like "Diversity Week" without ongoing efforts.
 Lack of integration of diversity goals into the overall business strategy.
Conti…
Solutions:
Develop a multi-year diversity strategy with measurable goals.
Involve senior leadership in the planning process.
Set clear, long-term objectives and milestones.
Poor Implementation
1. Inadequate Resources:
Programs are underfunded and understaffed.
Examples:
Limited budget for diversity training and events.
Few staff dedicated to diversity initiatives.
2. Insufficient Training:
Employees and leaders are not properly educated on diversity issues.
Examples:
Basic, one-time training sessions that don’t cover deeper issues.
Lack of ongoing education and development programs.
Cont…
Solutions:
Implement comprehensive training programs that go beyond basic
awareness.
Offer regular workshops and seminars.
Provide resources for self-paced learning and continuous development.
Resistance to change
1. Cultural and Bias Barriers:
Existing organizational culture and unconscious biases impede progress.
Examples:
 Entrenched norms that favor homogeneity.
 Unconscious biases affecting hiring and promotion decisions.
2. Employee Fear:
Fear of change or perceived threat to job security.
Examples:
 Employees worrying about job displacement due to diversity initiatives.
 Misunderstandings about the benefits of diversity.
Cont….
Solutions:
Foster a culture of openness and continuous improvement.
Engage employees in the change process.
Hold open forums and discussions.
 Involve employees in diversity planning and implementation.
Ineffective communication
1. Miscommunication of Goals:
Employees do not understand the purpose or benefits of diversity initiatives.
Examples:
Employees seeing diversity as merely a compliance issue.
Lack of clarity on how diversity aligns with the organization’s values and goals.
2. Lack of Transparency:
Organizations do not communicate progress or challenges openly.
Examples:
Infrequent updates on diversity efforts.
Concealing failures or setbacks in diversity initiatives.
Cont….
Solutions:
Maintain open lines of communication and provide regular updates.
Share successes and challenges openly.
Use various channels (newsletters, meetings, reports) to communicate.
Tokenism
1. Focus on Numbers:
Emphasis on meeting diversity quotas rather than meaningful inclusion.
Example:
Hiring a set number of diverse employees without ensuring their integration.
Superficial diversity metrics that don’t reflect real progress.
2. Superficial Actions:
Symbolic gestures without substantive change.
Examples:
 Celebrating diversity days without ongoing support for underrepresented groups.
Highlighting diverse employees in marketing materials without supporting them
internally.
Cont….
Solutions:
Ensure diverse employees have real opportunities for advancement and
influence.
Implement mentorship and sponsorship programs.
Promote diverse candidates to leadership positions.
Case studies
Successful Diversity Program:
Example of a company that implemented effective diversity initiatives.
Example: Microsoft

Initiatives:
Inclusive hiring practices.
Comprehensive training programs.
Regular assessment and adjustment of diversity goals.
Cont….
Outcomes:
Increased representation across all levels.
Improved employee satisfaction and retention.
Failed Diversity Program :
Example of a company where diversity initiatives fell short and why.
Example: Uber.
Mistakes:
Toxic workplace culture despite diversity initiatives.
Leadership not genuinely committed to change.
Lessons:
Importance of aligning culture with diversity goals.

Solution and Best practices
Leadership Engagement:
Ensure top executives actively champion diversity efforts.
Examples:
Leaders participating in diversity training.
Executives setting an example by mentoring diverse employees.
Comprehensive Training:
Provide ongoing education and resources for all employees.
Examples:
Regular workshops on unconscious bias.
Training on inclusive leadership and management practices.
Cont….
Inclusive Culture:
Promote policies and practices that support an inclusive environment.
Examples:
Flexible work arrangements.
Inclusive benefits and support for all employees.
Regular Assessment:
Continuously evaluate and adjust programs based on feedback and outcomes.
Examples:
Conducting regular diversity audits.
Gathering feedback through surveys and focus groups
Conclusion
Recap: Summarize the main reasons diversity programs fail and the suggested
solutions.
Talking Points: Reinforce the importance of genuine commitment. Highlight
the need for comprehensive and sustained efforts.
Call to Action: Encourage organizations to commit to genuine, sustained
efforts to achieve diversity and inclusion.
Talking Points: Urge leaders to take actionable steps. Encourage employees to
engage in and support diversity initiatives.