Proposal for Promotion of Social Diversity in Simon Property Inc. as well as in the state of Indiana

The problem of social diversity is one that is constantly spreading throughout society. Even if we aren’t aware of it, we come into contact with it on a regular basis at work, school, and any other public or private institution, as well as throughout society at large. The problem of social variety creates divisions in society along characteristics like ethnicity, gender, race, and sexual orientation, among others. When such divisions exist or are present in the society, automatically there is tension which might result in violence if the issue is not resolved in due time (Parrillo, 2009).

The state of Indiana has had to deal with this issue of social diversity for quite a while; it has been profound in the past two years. This particular state is generally constituted of about five different ethnic groups; African Americans, Germans, British, Irish and American natives too. Tension has always been witnessed among these ethnicities as each other despise one another and failing to appreciate one another’s culture (Holloway, 2008). The same has extended even to the workplace where the working staff is hired based on their ethnicity, race, gender, sex and other irrelevant concerns. Simon Property Inc. is the leading organization in promoting the social diversity issue not just at the workplace but also in the whole state of Indiana since those who are denied opportunities due to race emulate the norm and initiate it in the society as well. Simon Property Inc. has been known for their poor diversity even within the management where gender and race are a concern (In Asumah, 2014).

The purpose of this particular business proposal is to address the social diversity issue in Simon Property Inc. and the state of Indiana. Correspondingly, the proposal focuses on various measures or strategies that can be deployed in Indiana and also be adopted by Simon Property Inc. in an effort to end the social diversity issue. Lastly, the proposal evaluates the effects of social diversity both at the company or organization level (Simon Property Inc.) as well as at the state level (Indiana).

Need Statement

The need to promote equality and value diversity is the fact that Simon Property Inc. should embrace. The organization should, in fact, be committed to acknowledging, promoting and utilizing social diversity well as it lies in a state with almost five different ethnicities. Typically, the company has a continuous bad reputation where social diversity is concerned. For instance, the company has been hiring its employees based on ethnic backgrounds and gender as well. The Americans Research of institutes recently compiled a report on social diversity indicating that Simon Property Group Inc. had failed to value equality and promote diversity in its organization. From the research, the company was ranked the poorest in regards to embracing social diversity; about 95 percent of the entire workforce were of American origin yet the company’s location was in a state that is inhabited by five different ethnicities.

The causal analysis of this particular issue in Simon Property Group Inc. is yet to be defined explicitly. However, based on the grounds of why the company does not value this aspect social diversity, there are some thoughts that I can draw which are somewhat correct. First, I ought to identify the fact where the company believes that men are valuable assets since they depict good work ethics such as devotion, commitment and quality service delivery compared to their female counterparts. Also, I identify that the company has a belief that men are more innovative compared to women. Under this circumstances, one’s gender has been a priority for the company during the hiring process. For few women who have been hired by the company (approximately 0.8% of the workforce), sexual orientation ought to have been the reason to why they were hired. Likewise, another cause I was able to evaluate based on this need is the idea that exists within the management, racial superiority in terms of knowledge and innovativeness. This particular perception has facilitated segregation, discrimination, and conflict among the few employees of different ethnicities and races who have been hired by the organization.

Solution

There are several measures and strategies that Simon Property Inc. can deploy or render to solve the social diversity issue that it is experiencing. To begin with, the organization should try as much as possible to be accommodative, in this case, of races of people as well as gender. On this measure of being accommodative, the management of the company needs to understand that a diversified workforce interacts purposively on work matters which depicts a goal-oriented staff. Still, there is teamwork as the employees only focus on achieving the goals of the organization. Simon Property Inc. should reconsider their communication strategy in that they should opt for advertising job opportunities on external channels to generate a diverse pool of possible potential hires. Likewise, the company should at least seek to invest in employee training programs as they will educate both the employees as well as the society on the benefits of social diversity. Equally, recognition will as well be a solution to the diversity problem that Simon Property Inc. is experiencing.

Feasibility

The organization is in a position to deliver the above-postulated measures and strategies, and even execute more to ensure the goal of equality and promotion of social diversity is achieved. With the reasonable profits and diversified business ventures at the disposal of the firm, I have to say that the company can manage to invest a small percentage of money in employee training programs regarding social diversity. The company can do away with the perception of giving other ideas credit over others; we all deserve similar opportunities despite our gender, race and other identities include ethnicity, sexism, and culture as well. Similarly, the organization through the management is in a position to facilitate teamwork and other workplace ethics whose primary aim is to oversee that the workforce is dedicated and committed to achieving the goal of the organization. Conversely, Simon Property Inc. is capable of using external channels to advertise job opportunities; the company is diversified and runs a vast of businesses across Europe, Asia, and the North American continents. The revenues it collects are more, and some can be used to create promotional and job vacancy ads on social media platforms and other media platforms such as television channels. Recognition and effective communication is an aspect that the management can foster by establishing an interactive platform (Mor-Barak, 2014).

Evaluation of alternatives

The organization can manage to implement the strategy of employee training programs. The latter is less costly which is an initiative that the company can risk by investing a small percentage of money considering that it is a multinational corporation and make reasonable revenues from its diversity of businesses. In addition, Simon Property Inc. can abolish the tradition of race/ethnic supremacy. This is a measure that can be achieved at no cost; it only involves educating and the changing the mind of the company’s board towards equality and diversification. Teamwork can be established by the acts or recognition which can be achieved by both the board of the company in conjunction to the workforce. Teamwork can also be fostered by teaching the staff on the relevancy of proper work ethics at the workplace. No costs are needed except when maybe the company might reconsider motivating the workforce for their co-operation. The use of external channels for job advertisement may seem to be a big deal to the company. However, for the fact that the company is a multi-dollar firm diverting a small percentage to seek a qualified and competent staff amongst the diversifies population is worthy. Effective communication can be implemented in a short time; on the company website, sending emails and even manually, top-down communication which does not involve the company incurring extra costs.

Goals and Objectives

The goals of this particular proposal are to promote equality and diversity in Simon Property Inc. as well as in the whole state of Indiana. Also, it aimed at establishing a suitable, conducive and competent working environment at Simon Property Inc.

The objectives towards ensuring that the goals are achieved include advocating for employee programs such “The Mandatory Diversity Training Program” which involves educating the staff on the outcomes of gender and racial bias at the workplace. Another objective is for the company to recognize and acknowledge external Channels for advertising job opportunities or vacancies to the majority of the diversified population. Equally, facilitating inter-cultural and socio-cultural activities is another objective that can bring about good profession ethics thereby committing the workforce towards achieving the goals.

Logistics

This particular project is expected to implemented effectively considering the resources at our disposal. We expect a staff of fifteen professional, the project manager inclusive, to oversee the implementation and success of the project. The staff will be divided into groups with each group assigned a task to oversee for purposes of efficiency. The budget of the project remains the same, $100,000, and I ought to identify we have the cash at our disposal. More sponsor joined to give us a hand and also, our efforts raised some reasonable amount towards the project.

Benefits of Solution

The solutions suggested have quite a variety of benefits to the organization if they are well and effectively implemented. First of all, there is a guarantee of an increased productivity due to the type of working environment that will be established on initiating the stipulated measures and strategy (Greene, & Lee, 2011). Second, we expect the solutions to create a good reputation for the company in contrast to the one that existed before, and this will be a positive impact on the brands of products and services the company offers to customers. Equally, these measures will benefit the state if Indiana too. The employees within the society will become ambassadors for social diversity, and through that, the other population will emulate from them thus establishing a free interactive society. Likewise, the solution will benefit other organizations affected by the social diversity issue. Lastly, the solutions will increase efficiency and transparency within the organization.

Closing: Action Step (Authorization)

I Qiyun Feng at this moment declare that this is my project and it has never been implemented successfully before. A similar project was implemented two years back in the state of Louisiana, but it failed drastically due to poor organization and management. This particular one is much relevant, and I expect it to be a success as I have put much efforts and input to see its completion. I acknowledge my instructor on the help he has put in to ensure the relevance, uniqueness, and competitiveness of the project.

In conclusion, I propose and recommend that the above measures and strategies are most efficient and suitable to oversee that Simon Property Inc. recognizes and acknowledges equity and diversity since it is influential and critical for the company’s high performance.

References

Greene, G. J., & Lee, M. Y. (2011). Solution-oriented social work practice: An integrative approach to working with client strengths. New York: Oxford University Press. Retrieved from: http://www.worldcat.org/title/solution-oriented-social-work-practice-an-integrative-approach-to-working-with-client-strengths/oclc/655302579

Holloway, P. (2008). Other Souths: Diversity and difference in the U.S. South, Reconstruction to present. Athens: University of Georgia Press. Retrieved from: http://www.worldcat.org/title/other-souths-diversity-and-difference-in-the-us-south-reconstruction-to-present/oclc/173748189

In Asumah, S. N. (2014). Diversity, social justice, and inclusive excellence: Transdisciplinary and global perspectives. Retrieved from: http://www.worldcat.org/title/diversity-social-justice-and-inclusive-excellence-transdisciplinary-and-global-perspectives/oclc/854848068

Mor-Barak, M. E. (2014). Managing diversity: Toward a globally inclusive workplace. Retrieved from: http://www.worldcat.org/title/managing-diversity-toward-a-globally-inclusive-workplace/oclc/818865761

Parrillo, V. N. (2009). Diversity in America. Thousand Oaks, Calif: Pine Forge Press. Retrieved from: http://www.worldcat.org/title/diversity-in-america/oclc/187417725