Assignment Overview: The purpose of this assignment is to plan how to implement employee or leadership learning & development on diversity, inclusion and belonging in a notfor-profit organization in Alberta. As a Human Resources Practitioner, when planning change in the workplace, one needs to think about how the employees will receive the change. There are two possibilities: positive or negative. Some employees may interpret the change the same way you have, whereas others may not. Learning Outcomes: Upon successful completion of this assignment, you will be able to:

Employ change management theories and metrics to different organizational scenarios.

Analyze change management strategies and metrics to align organizational cultures with the development of human skills in the workplace.

Evaluate organizational processes to prepare for change initiatives and resistance of change.

The first step in the process is ensuring you know and understand the terms diversity, inclusion and belonging. It is important to understand these important terms so you can better integrate them into an employee or leadership learning & development program.

As a Human Resources Practitioner, when planning change in the workplace, there needs to be conscious thought about how the employees will receive the change. There are two possibilities: positive or negative. Some employees may interpret the change the same way as you have, but some may not. When planning for change, you need to remember to anticipate both positive and negative responses from employees.

One very important legislative act that will apply to your learning & development program is the Alberta Human Rights Act. Research the Act and plan how to implement at least one new practice that will facilitate inclusion and belonging for your employees and not discriminate based on the protected grounds. Think about how you could integrate the new practice into the workplace to receive as positive a response from your workforce.

Your assignment is a presentation to senior management.

Presentation Sections:

1. This is your introduction to the Management Team. All messaging is to be delivered with this audience in mind. This is where you lay the foundation for the change that will be implemented in employee or leadership learning & development that will increase diversity, inclusion and belonging in the workplace.

In this section, you will:

Explain to management the change you want to implement in employee or leadership learning & development to increase diversity, inclusion and belonging in the workplace. Identify the audience for which the learning and/or development is intended.

Explain the importance of all management modelling inclusion and creating a sense of belonging for their employees.

Describe and categorize the type of change you will implement.

Describe how employees might positively respond to the change.

Describe the resistance employees may have to the change.

1. Research the Alberta Human Rights Act to understand the protected grounds against which you cannot discriminate. Explain this important act to the management team.

In this section, you will:

Summarize what protected grounds mean in the Alberta Human Rights Act.

Identify four protected grounds in the Alberta Human Rights Act that apply to implementing your learning & development best practice.

1. As a Human Resources Practitioner, explain how you plan to integrate this new practice/program/approach into your organization. In this section, you will:

Describe a strategy for how to implement this change.

Share your implementation plan. o Propose a timeline for implementation. o Discuss how you will minimize the resistance to this change. o Describe two metrics you will use to support the implementation of the new practices.