Today, many people will argue that IBM put too much of a focus on making the workplace better for underrepresented groups that the majority of the workforce became neglected

Read:  Chapter 1: Organizational Behavior (best to view in online version) 2.5 Managing Diversity for Success: The Case of IBM Organizational Behavior (umn.edu)Links to an external site.

Questions to address:

1.  What factors do you believe prompted IBM to focus on driving diversity within their organization?

2.  Eight diversity task forces were created back in 1995.  Today, these groups are also known as:  affinity groups, employee resource groups (ERGs), and sometimes business resource groups (BRGs).  Explain the difference between these three types of groups and share which group the task forces at IBM resemble, based on how they leverage the groups at IBM.  

Reference this link:  https://thediversitymovement.com/what-is-employee-resource-group-answers-to-5-common-questions-about-ergs-brgs-affinity-groups/Links to an external site.

3.  Today, many people will argue that IBM put too much of a focus on making the workplace better for underrepresented groups that the majority of the workforce became neglected.  Do you feel this was the case at IBM?  Why or why not?  How can companies ensure that no employee feels neglected or left out, regardless of their demographic group?  (NOTE:  If you work at a company who drives diversity and has groups to drive inclusion, share how they have made everyone feel welcomed.)

4.  What competitive advantages do companies gain from having groups to help drive a diverse workforce?

Intro, body paragraphs, and conclusion

reference page 

400 words or more 

NO chegg, Ai, brainy, etc. 

Use links as your reference 

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