Diversity Course Project for:
Goodwill Industries of Southeastern Wisconsin
HR 582: SP(A)-2011
The Goodwill Industries movement was founded in 1902 in Boston, Massachusetts, by Methodist Minister Edgar J. Helms. Dr. Helms’ church, Morgan Memorial Chapel, offered social services to the people of the area. He was appalled by the conditions around him, so he solicited donations of clothing and furniture for the poor. And, so began the Goodwill Store.
Founded in 1919, Goodwill Industries of Southeastern Wisconsin is the largest of more than 168 Goodwill organizations in North America. More than 4,000 Goodwill employees work in over 49 locations throughout ...view middle of the document...
The operation serves the dual purpose of providing a meaningful day of activities for the participant and respite for the caregiver.
Goodwill has been in the commercial laundry business since 1974, providing customers with a high level of service, including pick-up and delivery of linen products, transportation services, linen processing (wash, dry, fold, pack), preparation of special packs, cart make-up, and on-site linen-room operations. The laundry facility (located on Milwaukee’s northwest side) is 60,000 square feet in size, with a current production volume of 15 million pounds.
Today Goodwill operates 40 retail store operations as well as 15 additional locations as mentioned above; as an industry leader amongst its affiliates Goodwill Industries of Southeastern Wisconsin is growing at a rapid rate and has graciously allowed us the opportunity to conduct this diversity analysis.
Mission: “Goodwill’s mission is to provide training, employment and supportive services for people with disabilities or disadvantages who seek greater independence.”
Vision: “Our vision is to be the recognized leader in helping people with disabilities and other barriers to employment develop work and life skills, find work and successfully perform that work.
Being that Goodwill is a non-profit organization with a mission to provide support to people with disabilities and disadvantages it was difficult to select criteria to measure the level of diversity amongst the workforce. Considering the workforce being diverse by default, Goodwill Industries have a daily focus on people with disadvantages (crime, poverty, etc) or disabilities (disabilities do not discriminate when diagnoses are being made). With that information readily available we wanted to position our course project on the educational and training measures being made, or potential lack thereof for that matter.
Being made aware of this project and the feedback that can be provided, the senior leaders at goodwill wanted to know if the Baldrige criteria for performance excellence could be incorporated into our study. After evaluating the criteria as defined in the performance excellence foundation it was determined that the measurement technique of evaluating each given process as defined in the Baldrige criteria could be used as a measurement tool to see how effective the diversity programs are at goodwill. http://www.nist.gov/baldrige/)
Baldrige takes a four level approach to measuring the effectiveness of work systems and work processes within a given organization. Those four levels are:
“Approach” refers to the methods used by an organization to address the Baldrige criteria requirements (which in our case we will define the requirement as Diversity Awareness).
Key Points to an effective approach method:
* Appropriateness of the methods to Diversity Awareness.
* Effectiveness of your use of the methods.
* Is there evidence of a systematic...