Diversity Initiative Case Study

In order to find the right way to implement the organisational culture processes, Wärtsilä has developed a diversity initiative program which began in 2012 and it has been a continuous process and the main goal for the initiative is to capture opportunities and make things happen, deliver better products and services than any of its competitors, and foster openness, respect, and trust to create excitement. The ultimate goal for the case company is to affect its bottom line, that is, having a diverse workforce generates higher profits, has better complex problem-solving skills, and enables access to a larger talent pool which has made Wärtsilä becomes a more innovative business partner, as well as a more attractive employer (wärtsila.com, 2017).
The key focus areas of this strategy continue to be further development of leadership and a leadership culture, as well as an emphasis on high-performance and operational excellence throughout the organisation. Strengthening accountability and ownership is encouraged by promoting employee engagement through a culture of open communication, integrity, and innovation. Similarly, the strategy ensures that the Businesses have the required resources and capabilities as well as motivated
Some employees turn to have a negative attitude towards any type of change or development in the organization because they do not fully understand the benefit and its value to the company. Hence, it is the work of the organization management to ensure that everyone in the company speaks one voice in all aspects of the