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Sustaining and Retaining the Diversity Practitioner

Sustaining and Retaining the Diversity Practitioner

Trina Moore-Southall
Copyright: © 2022 |Pages: 15
ISBN13: 9781668424056|ISBN10: 1668424053|EISBN13: 9781668424063
DOI: 10.4018/978-1-6684-2405-6.ch041
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MLA

Moore-Southall, Trina. "Sustaining and Retaining the Diversity Practitioner." Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, edited by Information Resources Management Association, IGI Global, 2022, pp. 825-839. https://doi.org/10.4018/978-1-6684-2405-6.ch041

APA

Moore-Southall, T. (2022). Sustaining and Retaining the Diversity Practitioner. In I. Management Association (Ed.), Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce (pp. 825-839). IGI Global. https://doi.org/10.4018/978-1-6684-2405-6.ch041

Chicago

Moore-Southall, Trina. "Sustaining and Retaining the Diversity Practitioner." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, edited by Information Resources Management Association, 825-839. Hershey, PA: IGI Global, 2022. https://doi.org/10.4018/978-1-6684-2405-6.ch041

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Abstract

The purpose of this chapter is to examine the ways in which an organization or an institution can utilize a diversity practitioner for success. This chapter explores the culture of the organization and what the senior management needs to be mindful of in the hiring process and beyond. The chapter then investigates the practices that should be carried out by the organization that will prompt a practitioner for success. It explores the considerations as the practitioner works in the organization on establishing a quality work environment. With a visible commitment and support of the individual and the expected outcomes, the practitioner will be a critical part of the organization's success. Organizations have to be strategic and intentional about implementing measures to assure the diversity practitioner has the tools they need. The organization has a responsibility to recognize the emotional toll and additional stress of being in the diversity practitioner role. Clear expectations and strategies are offered.

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