Write a paper answering these questions. It should be more than 3 pages. 1. What was Unilever’s motivation to undertake such ambitious programs for sustainability development? 2. What can Unilever do to improve the wages and living conditions of the oil palm workers worldwide? What impact would such actions have on the triple bottom line of Unilever’s sustainable development plan? 3. How can Unilever use its influence over the government of Ghana to improve worldwide conditions? 4. Should Unilever encourage or discourage Ghana from entering the oil palm industry? What are the impacts of Unilever’s divesting itself of oil palm plantations? 5. Will Unilever still have influence over the triple bottom line of the oil palm industry? Why or why not? POST THE RESPONSE IN THE DISCUSSION FORUM What will be your DEI framework, and what metrics will you use? Explain why? Chapter 14: The Inclusive Workplace: Level II Inclusion Through Corporate— Community Collaborations Inclusion Through CorporateCommunity Collaborations ‘We support the communities where we do business because we draw our employees, customers, and suppliers from those communities.’ —a corporate diversity manager in a large multinational corporation Mor Barak, Managing Diversity. SAGE Publications, 2017 2 Inclusion Through CorporateCommunity Collaborations • Level II Inclusion: — relates to the organization’s sense of being a part of its surrounding community and the reciprocity embedded in this relationship — reflects the ‘mezzo’ system level of organizations and communities Mor Barak, Managing Diversity. SAGE Publications, 2017 3 Figure 14.1: The Inclusive Workplace: The Value Base for Level II Mor Barak, Managing Diversity. SAGE Publications, 2017 4 Figure 14.2: The Inclusive Workplace Model: Obstacles and Benefits for Level II Mor Barak, Managing Diversity. SAGE Publications, 2017 5 Level II Case Illustration: Unilever Inc. Unilever and the Palm oil industry • Unilever and Palm Oil — In 1850, the UK repealed a tax on soap which prompted William Lever to enter the soap business. — In 1930, Lever’s company joined with Margarine Unie to form the Unilever group. — Since then, Unilever evolved into one of the world’s largest consumer goods companies. Mor Barak, Managing Diversity. SAGE Publications, 2017 6 Level II Case Illustration: Unilever Inc. Unilever and the Palm oil industry • Impact of Palm Plantations. People living in palm plantation areas have felt the impact of the industry in numerous ways: — Environmentally: Rainforests have been converted into palm plantations resulting in a rise in pests, changes in the flow of ground surface water, increased land erosion, and pollution of rivers and drinking water Mor Barak, Managing Diversity. SAGE Publications, 2017 7 Level II Case Illustration: Unilever Inc. Unilever and the Palm oil industry — Socially: Often times, indigenous people are relocated to make room for plantations — Economically: Low wages for plantation workers, large nonlocal companies are noted for failing to promote the local economy Mor Barak, Managing Diversity. SAGE Publications, 2017 8 Unilever’s Sustainability Initiatives • Unilever’s Sustainability Development • In 1995, Unilever commissioned two studies on sustainable development. The studies revealed a complex set of criteria for sustainable agriculture that targeted the triple bottom line—economics, environment, and society and resulted in several honors for the company. Mor Barak, Managing Diversity. SAGE Publications, 2017 9 Unilever’s Sustainability Initiatives • Unilever’s two studies on sustainable development: • Number One: — Sustainable Agriculture Initiative. Unilever used its Sustainable Development commitment and experience to facilitate a broader impact. They were one of the three founding companies of the Sustainable Agriculture Initiative (SAI). SAI was created to actively support the development and communication of sustainable agriculture practices worldwide. Mor Barak, Managing Diversity. SAGE Publications, 2017 10 Unilever ‘s Sustainability Initiatives • Unilever’s two studies on sustainable development: • Number Two: — Unilever’s Current Involvement in Palm Oil. Divesting of Plantations; helping Ghana grow oil palm plantations; helping the Ghanaian government implement its oil palm tree initiative. Mor Barak, Managing Diversity. SAGE Publications, 2017 11 Level II Case Illustration: Unilever Inc. Questions for Discussion and Further Analysis 1. What was Unilever’s motivation to undertake such ambitious programs for sustainability development? Mor Barak, Managing Diversity. SAGE Publications, 2017 12 Level II Case Illustration: Unilever Inc. Questions for Discussion and Further Analysis 2. What can Unilever do to improve the wages and living conditions of the oil palm workers worldwide? What impact would such actions have on the triple bottom line of Unilever’s sustainable development plan? Mor Barak, Managing Diversity. SAGE Publications, 2017 13 Level II Case Illustration: Unilever Inc. Questions for Discussion and Further Analysis 3. How can Unilever use its influence over the government of Ghana to improve worldwide conditions? Should Unilever encourage or discourage Ghana from entering the oil palm industry? Mor Barak, Managing Diversity. SAGE Publications, 2017 14 Level II Case Illustration: Unilever Inc. Questions for Discussion and Further Analysis 4. What are the impacts of Unilever’s divesting itself of oil palm plantations? Will Unilever still have influence over the triple bottom line of the oil palm industry? Why or why not? Mor Barak, Managing Diversity. SAGE Publications, 2017 15 Add state council logo here Taking Action: Sustaining & Activating the Strategic Diversity, Equity t and Inclusion Plan in YOUR Core Business Function Jeremy York, SHRM-SCP Daryl Muhammad, SHRM- SCP Crystal Granger, SHRM YPAC Di Ann Sanchez, Ph.D, SHRM- SCP Yvette Lee, SHRM- SCP © 2020 SHRM. All Rights Reserved © 2020 SHRM. All Rights Reserved Better Together Thank you for joining today’s webcast hosted by SHRM in partnership with the XX SHRM State Council 2 © 2020 SHRM. All Rights Reserved Membership SHRM Membership 3 Chapter Membership 3,000+ articles, tools, templates and how-to guides Community Networking HR Knowledge Advisors Local Professional Development E-newsletters, webcasts, HR Magazine and more editorial content HR Best Practices Alerts on federal, state, and local employment laws Earn PDCs for Local Programs © 2020 SHRM. All Rights Reserved SHRM Membership Provides Solutions to Your Most Pressing Workplace Issues 4 © 2020 SHRM. All Rights Reserved WE ARE HERE TO HELP YOU! Delight Deloney, MHRIR, SHRM-CP SHRM Field Services Director E-Mail: [email protected] Website: https://www.shrm.org/ Becky Krueger, SPHR, SHRM-CP, BA HRMA Illinois SHRM State Director Email: [email protected] Website: https://ilshrm.org/ Alberta Johnson, MBA, MPA, CHRO EAB Solutions Illinois SHRM State Diversity & Inclusion Director Email: [email protected] Website: https://ilshrm.org/ 6 © 2020 SHRM. All Rights Reserved Visit SHRM.org > Resources > HR Topics > Diversity, Equity & Inclusion 7 © 2020 SHRM. All Rights Reserved 8 © 2020 SHRM. All Rights Reserved t Jeremy York, SHRM-SCP, Lead Consultant and President at InvigorateHR Daryl Muhammad, SHRM-CP, HR Leader and Business Partner for Spire Crystal Granger, SHRM YPAC, HR Specialist at Harsch Investment Properties Di Ann Sanchez, Ph.D, SHRM-SCP, Founder/President of DAS HR Consulting LLC Yvette Lee, SHRM-SCP, HR Knowledge Advisor at SHRM © 2020 SHRM. All Rights Reserved © 2020 SHRM. All Rights Reserved Onboarding Connection Culture Clarification Compliance 11 © 2020 SHRM. All Rights Reserved Onboarding 12 © 2020 SHRM. All Rights Reserved Onboarding Connect • Showcase affinity groups based on race, gender, sexual orientation, disability or culture. • Consider working with relocation services that can also assist the employee’s spouse/partner/ family in their job search, a housing search, and other basic services for new residents. 13 © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding 14 © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding 15 © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding 64% 16 © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding • positively reflects their race/ethnicity 69% 17 © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding 74% 18 © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding • Rebranded logos © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding Additional Marketing Biases © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding • Additional Marketing Biases © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding Establish company identity as an employer of choice 24 © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding © 2020 SHRM. All Rights Reserved Diversity Equity and Inclusion in Marketing, Advertising and Branding Recognize Build Research Listen 30 © 2020 SHRM. All Rights Reserved Strategic Alliances and Partnerships 31 © 2020 SHRM. All Rights Reserved Strategic Alliances and Partnerships Corporate Strategies Action Steps 32 © 2020 SHRM. All Rights Reserved Corporate and Social Responsibility 33 © 2020 SHRM. All Rights Reserved Corporate and Social Responsibility CSR DE&I 34 You © 2020 SHRM. All Rights Reserved Measurement and Accountability 35 © 2020 SHRM. All Rights Reserved Measurement and Accountability 36 © 2020 SHRM. All Rights Reserved Measurement and Accountability 37 © 2020 SHRM. All Rights Reserved Measurement and Accountability 38 © 2020 SHRM. All Rights Reserved Measurement and Accountability © 2020 SHRM. All Rights Reserved Measurement and Accountability © 2020 SHRM. All Rights Reserved Measurement and Accountability © 2020 SHRM. All Rights Reserved Measurement and Accountability © 2020 SHRM. All Rights Reserved Measurement and Accountability © 2020 SHRM. All Rights Reserved Measurement and Accountability Example Metrics on Score Card Examples of Q# Results Defined Annualized Measurements Status Exceeds Expectations – 95% or higher Meets Expectations – 90% – 94.99% Needs Improvement – Below 89% OR Target Rates Meets Or High Risk — Year 1 Exceeds Expectations – 95% or higher Meets Expectations – 90% – 94.99% Needs Improvement – Below 89% OR Target Rates Needs Improvement Exceeds Expectations – 95% or higher Meets Expectations – 90% – 94.99% Needs Improvement – Below 89% OR Target Rates $$$ to increase if targets completed Result or 92% New employees understand the organizational affinity groups, encourage new employees to join. Explanation of the Diversity Strategy Plan. DE&I Recruitment and Sourcing % Organizational established goals on DE&I and recruiting targeting the underrepresented by category Customer/ Member Experience % The goals of the strategic DE&I plan to ensure customers perceive your business as inclusive of their needs and the type of establishment with whom they want to do business. On-Boarding 44 Evaluation Criteria Trend 90% % © 2020 SHRM. All Rights Reserved Measurement and Accountability Example Scorecard Categories Measurement Q# Results Defined Annualized Result or Trend Onboarding DE&I Recruitment and Sourcing Customer/ Member Experience Training & Development Communication Marketing, Advertising, & Branding Leveraging Employee Diversity 45 © 2020 SHRM. All Rights Reserved Evaluation Criteria Status Measurement and Accountability Example Scorecard Categories Measurement Q# Results Defined Annualized Result or Trend Strategic Alliances and Partnerships Corporate Social Responsibility Supplier/ Vendor Diversity 46 © 2020 SHRM. All Rights Reserved Evaluation Criteria Status © 2020 SHRM. All Rights Reserved © 2020 SHRM. All Rights Reserved Together Forward @Work SHRM’s call to action for the HR profession and businesses to drive racial and social injustice from America’s workplaces. BIAS Explore and apply our groundbreaking research in your workplace. Access and share our opensource articles, webcasts, toolkits, samples, templates, and more. Take a stand on social to pledge your support. Let your voice be heard by responding to our member surveys. Visit shrm.org/togetherforwardatwork 49 © 2020 SHRM. All Rights Reserved Q&A Questions? Contact your SHRM Membership team at [email protected]. 50 © 2020 SHRM. All Rights Reserved Purchase answer to see full attachment Explanation & Answer: 3 pages Tags: managing diversity sustainable development unilever User generated content is uploaded by users for the purposes of learning and should be used following Studypool’s honor code & terms of service.

MLA In-Text Citations: The Basics

Guidelines for referring to the works of others in your text using MLA style are covered throughout the MLA Handbook and in chapter 7 of the MLA Style Manual. Both books provide extensive examples, so it’s a good idea to consult them if you want to become even more familiar with MLA guidelines or if you have a particular reference question.

BASIC IN-TEXT CITATION RULES

In MLA Style, referring to the works of others in your text is done using parenthetical citations. This method involves providing relevant source information in parentheses whenever a sentence uses a quotation or paraphrase. Usually, the simplest way to do this is to put all of the source information in parentheses at the end of the sentence (i.e., just before the period). However, as the examples below will illustrate, there are situations where it makes sense to put the parenthetical elsewhere in the sentence, or even to leave information out.

General Guidelines

• The source information required in a parenthetical citation depends (1) upon the source medium (e.g. print, web, DVD) and (2) upon the source’s entry on the Works Cited page.
• Any source information that you provide in-text must correspond to the source information on the Works Cited page. More specifically, whatever signal word or phrase you provide to your readers in the text must be the first thing that appears on the left-hand margin of the corresponding entry on the Works Cited page.

IN-TEXT CITATIONS: AUTHOR-PAGE STYLE

MLA format follows the author-page method of in-text citation. This means that the author’s last name and the page number(s) from which the quotation or paraphrase is taken must appear in the text, and a complete reference should appear on your Works Cited page. The author’s name may appear either in the sentence itself or in parentheses following the quotation or paraphrase, but the page number(s) should always appear in the parentheses, not in the text of your sentence. For example:

Wordsworth stated that Romantic poetry was marked by a “spontaneous overflow of powerful feelings” (263).

Romantic poetry is characterized by the “spontaneous overflow of powerful feelings” (Wordsworth 263).

Wordsworth extensively explored the role of emotion in the creative process (263).

Both citations in the examples above, (263) and (Wordsworth 263), tell readers that the information in the sentence can be located on page 263 of a work by an author named Wordsworth. If readers want more information about this source, they can turn to the Works Cited page, where, under the name of Wordsworth, they would find the following information:

Wordsworth, William. Lyrical Ballads. Oxford UP, 1967.

IN-TEXT CITATIONS FOR PRINT SOURCES WITH KNOWN AUTHOR

For print sources like books, magazines, scholarly journal articles, and newspapers, provide a signal word or phrase (usually the author’s last name) and a page number. If you provide the signal word/phrase in the sentence, you do not need to include it in the parenthetical citation.

Human beings have been described by Kenneth Burke as “symbol-using animals” (3).

Human beings have been described as “symbol-using animals” (Burke 3).

These examples must correspond to an entry that begins with Burke, which will be the first thing that appears on the left-hand margin of an entry on the Works Cited page:

Burke, Kenneth. Language as Symbolic Action: Essays on Life, Literature, and Method. University of California Press, 1966.