Types of prejudices, AIG takes pride in the fairness and

Types of prejudices

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Reference no: EM133244189

Assignment:

AIG (American International Group) is a global insurance company that also offers retirement and other financial services in "approximately 70 countries" (AIG, n.d., about-us, p. 1). They strive to help individuals, companies, and communities plan for times of uncertainty by managing their risks.

AIG has achieved the RESOURCE-ACQUISITION ARGUMENT by being named one of the Top 50 companies in Diversity in 2022. Additional accolades in 2022 that match the resource-acquisition argument are No. 2 in Executive Diversity Councils, No. 9 in Talent Acquisition for Women of Color, and No. 13 in Philanthropy (DiversityInc, n.d., No. 32).

Lastly, AIG was awarded the 2022 Best Place to Work for LGBTQ + Equality by the Human Rights Campaign Foundation (AIG, n.d., about-us/diversity-equity-and-inclusion).

AIG realize the advantage of the COST ARGUMENT, which according to Triana (2017), are organizations that integrate diversity successfully reap the cost advantages (p. 6), and commit to their employees a diverse workforce, inclusion, "flexible work arrangement," cultural awareness in the workplace, and culturally aware and "diverse markets and customers" (AIG, n.d., about-us, diversity-equity-and-inclusion). AIG takes pride in the fairness and equity practiced throughout all workplaces, regardless of the types of prejudices.

Wages are according to job responsibilities and duties to ensure equal pay, creating consistency across all AIG locations globally. Periodic reviews of the pay grade and structure ensure they remain fair and competitive and prevent any pay-gap issues (AIG, n.d., about-us/diversity-equity-and-inclusion/diversity-in-action).

To remain competitive with AIG in its success with diversity and inclusion, the company I work for would find many advantages in appointing a person to head up diversity in the company, just as AIG has done with a Chief Diversity Officer. To help the head of diversity, the company should consider asking for volunteers to host networking events where they can discuss equity and inclusion in the workplace. Similar to what AIG has done with its networking groups that address equity and inclusion opportunities (AIG, n.d., social/diversity-equity-and-inclusion, p. 2).

References:

AIG. (n.d.). Diversity, Equity, and Inclusion (DEI).

DiversityInc. (n.d.). DiversityInc Top 50 2022, No. 32 AIG.

Triana, M. (2017). Managing diversity in organizations: A global perspective (1st Ed). Routledge. eText.

Reference no: EM133244189

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