Leo Diep's Blog

Introduction In this article, I would reintroduce the Harvest Manitoba, where I have been a member since my arrival at Winnipeg. Harvest Manitoba is a cooperative network of free food distribution sites and food banks that serves the province of Manitoba, Canada. By gathering and giving food to people and families in need, the food bank is committed to battling the hunger within the Manitoban community. They collaborate with local communities, organisations, and volunteers to collect extra food and supplies, which are subsequently given to people who are struggling to feed themselves. Their goal is to help families and individuals in need of emergency food while simultaneously addressing the causes of food insecurity via community engagement, advocacy, and education. Forms of Control Systems 1. Output Control: Output control focuses on setting specific performance targets and evaluating the results achieved. This type of control system could be the most suitable for a food bank when th

The potential of racial diversity to unite people with various viewpoints and experiences in the workplace is highly prized because it stimulates innovation, creativity, and problem-solving abilities. As a result, it has become a recurrent source of worry and debate. A varied staff can also result in improved customer service and comprehension, which will ultimately boost productivity and profitability across the board. Additionally, it is believed that encouraging diversity and inclusiveness is both a moral obligation and an issue of social conscience. Due to historical hurdles to access and progression in the workforce, discrepancies in representation across industries and employment levels have been seen throughout history. Unconscious bias, unfair hiring practices, limited access to educational opportunities, and other factors can all be blamed for these inequities. To address workplace discrimination, many countries, including the United States, have implemented laws such as the U

This article examines the state of diversity in the U.S. workforce, focusing on the representation of people of color, women, gay and transgender individuals, and people with disabilities. Diversity is seen as a crucial factor contributing to a strong and inclusive economy, fostering innovation and creativity. Currently, people of color make up 36% of the labor force, and women account for 47%. The proportion of people of color in the workforce is expected to increase as the U.S. becomes more racially and ethnically diverse. Gay and transgender workers constitute 6.28% of the workforce, while people with disabilities represent 11% but are underutilized. The article highlights the lack of diversity in corporate boardrooms, where only 4.2% of Fortune 500 CEOs are people of color, and just 3.6% are female. However, diversity is strong among business owners, with people of color owning 22.1% and women owning 28.8% of all U.S. businesses. Despite the growing diversity in the overall workfor

The article discusses the importance of diversity in the workplace and its positive impact on a company's financial performance. Research from McKinsey shows that companies in the top quartile for gender or racial and ethnic diversity are more likely to have above-average financial returns, while those in the bottom quartile are less likely to achieve such returns. The correlation between diversity and financial success suggests that companies committed to diverse leadership tend to be more successful. Diversity brings competitive advantages, helping companies attract top talent, improve customer orientation, enhance employee satisfaction, and make better decisions. McKinsey's research found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have above-average financial returns. Similarly, companies in the top quartile for gender diversity are 15% more likely to have above-average returns. In the US, racial and ethnic diversity on the seni

This article emphasizes the significance of racial diversity in the workplace and provides nine practical ways HR teams can support and advocate for diversity and inclusion. Racial diversity in the workplace involves acknowledging and valuing differences within and between racial groups. The importance of racial diversity lies in its positive impact on employee engagement, profitability, and overall organizational success. Diverse workforces have been shown to outperform non-diverse ones, leading to increased financial returns and improved business performance. To advocate for and support racial diversity, HR managers can implement various strategies: Establish a mentoring culture to support growth and inclusivity. Create awareness of unconscious bias and promote open conversations on diversity. Ensure fair opportunities and equal pay for all employees. Develop a diversity training program tailored to the company's needs. Acknowledge and recognize cultural holidays to promote toler

This article emphasizes the importance of racial diversity in the workplace and provides guidance on how to advocate for it effectively. Racial diversity is defined as the acknowledgment and celebration of differences between racial groups, encompassing various aspects of identity and background. It involves accepting and including employees from all racial backgrounds and providing equal rights and opportunities for everyone. The significance of racial diversity is supported by research showing that diverse companies tend to have better financial returns, increased productivity, and higher levels of creativity. To advocate for racial diversity, getting leaders on board is crucial, as they have the power to impact the organization as a whole. Engaging with managers personally, demonstrating the positive impact of diversity on business goals, and highlighting the consequences of not investing in diversity are effective strategies. The article also encourages open discussions about race

This article provides a practical roadmap for promoting racial equity in the workplace, emphasizing the importance of understanding and addressing the problem of racism within organizations. The author suggests a five-stage model called "PRESS" that organizations should go through sequentially to achieve sustainable progress: Problem Awareness : The first step is to build consensus about the existence of racism in the workplace, as research shows that many White employees do not recognize it. Organizations must acknowledge that racism can occur without deliberate malice or intent. Root-Cause Analysis : Once problem awareness is established, organizations should conduct a thorough analysis to identify the underlying causes of racial inequity within their systems and policies. Empathy : Genuine concern for the people affected by racism is crucial. Empathy helps foster understanding and drives motivation for addressing the problem effectively. Strategies for Addressing the Probl

  Zion Clark - The Wrestler with no legs Introduction Zion Clark is a remarkable individual who has redefined the boundaries of human abilities. Born with caudal regression syndrome, a rare disorder that deprived him with both his legs, Zion's journey is a testament to his extraordinary resilience in his life. As a student with a physical disability, Zion had some troubles in his early life at school as other students were always making fun of him due to his appearance. He has faced several challenges in social integration due to the differences in abilities from his peers or coworkers who may not be familiar with interacting with disabled individuals. Zion may also have encountered challenges related to navigating stairs, accessing classrooms, restrooms, libraries, or other facilities within the school. Negative attitudes, biases, or misconceptions about disabilities can create barriers for students like Zion. These attitudes can come from fellow students, or even teachers and oth

Background information Currently, I am a part-time employee working as a food packager at the Harvest Bakery & Deli, which is one of the oldest and most well-known bakeries in Winnipeg. They have been serving Winnipeggers for over 40 years now. Glenn Wilde, the co-owner with his current son-in-law Andy Kostynuik, bought the Bun Master Bakery franchise in 1981 and renamed it into Harvest Bakery & Deli. They together transformed a small bakery into one of the most reputable stores in Winnipeg. While working there, I have a chance to meet some of the senior employees, who have been working for them over 30 years. That means the organization’s broad mission and goals are not only serving the customers, but also creating a long-term working environment for every employee. External environmental factors The external factor of Harvest Bakery & Deli that has the biggest impact would be health and sustainability. They are always concerning on eco-friendly packaging and exploring env