Assignment #4 – Diversity Plan Presentation 

Develop a PowerPoint Presentation to present your Diversity Plan. Highlight the key points of each section. Proper APA style is required with at least 3 references in addition to your texts. Presentations will be posted on the Discussion Board.

ATTACHED IS THE COPY OF THE DIVERSITY PLAN YOU DID SO ALL YOU HAVE TO DO IS DESIGNED A NICE POWERPOINT.. REMEMBER WALGREENS WAS THE TOPIC 

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Walgreens Retail Pharmacy Diversity Plan

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Walgreens retail pharmacy Diversity Plan

Introduction

Walgreens aspires to be the finest specialty pharmacy in terms of both convenience and working conditions. We want to create an environment where the majority of our employees and suppliers will flourish and thrive. This is a determination that starts with our own. We have such a strong desire to do good work and improve our customers’ lives at Walgreens (Media, 2020). Across many departments, our experts will assist us in achieving this aim. Each part of the Walgreens team is proud to assume the burden and privilege of assisting all shoppers in getting, staying, and living well.

Walgreens is committed to fostering Diversity in pharmacy schools and colleges around the country. According to Borja-Hart et al. (2016), Walgreens has given over a million dollars to this cause every year since 2008, with around half of the money going to students in the form of scholarships and the rest going to accredited pharmacy colleges in the United States and Puerto Rico. We are helping to increase students’ enrollment from underrepresented communities and provide educational assistance through our ongoing sponsorship.

These shared responsibilities are essential components of our robust belief structure, established over a generation of dedication to our societies. Equality, fairness, and respect At Walgreens, these aren’t just vital phrases. These are fundamental values that our creator Charles R. Walgreen Sr. expressed generations earlier, as seen on this paper’s surface. These values continue to inspire our common core religious traditions in personal engagement, enthusiasm, obligation, and transparency. They resound throughout every encounter we have with clients, clinicians, families, associates, and coworkers to this day.

The more our business represents and respects our clients’ Diversity, the more we can represent everyone (Bacon, 2004). We take extra care to customize our retail to community interests and needs through diverse community-specific product selection, inter signage, exhibits, dial-pharmacist help in different languages, and pharmacy identification tags that recognize language groups consulting services, hiring different talents from the community we work. The primary purpose of this article is to create and evaluates Walgreens retail pharmacy Diversity Plan.

Justification for the Diversity Plan

The more our company reflects and embraces our customers’ Diversity, the more we can serve everyone (Bacon, 2004). Via diverse neighborhood-specific product range, inter signs, exhibits, dial-pharmacist assistance in various languages, pharmacy identification tags that identify language groups consulting services, and recruiting different talents from the community we work in, we take special care to tailor our retail to community preferences and needs.

We market and distribute our convenient retail outlets and beauty products merchandise, Walgreens Boots Partnership, via the drugs, which impact millions of lives around the world every day. We provide healthcare and represent communities as part of our everyday activities and corporate values, and all of these vital functions combine to shape our vision of CSR. We recognize that, given our scale and location at the crossroads of healthcare, culture, and fashion, we can positively and meaningful impact the world.

The Diversity plan is devoted to environmental conservation and goes beyond and beyond to ensure that the next generation is not affected by success. We consider our positive impact in the future and take action. Our goal is to set an example and maximize the impact of our initiatives, especially in health and wellbeing. To optimize mutual value, our Organization’s fund programs that differentiate their product offerings increase customer loyalty, energize employees, and help improve the health and wellbeing of millions of children.

Walgreens has a long and illustrious history of technological growth, founded on a dedication to equal access, equality, and better customer service. When Charles R. Walgreen bought the drugstore where he worked at Garden Grove and Bowen Streets in Chicago’s South Side in 1901, he formed Walgreens. Often in his company’s early years, he concentrated on fair pay for all physicians, irrespective of religion, notwithstanding company and cultural norms to the contrary.

Each part of the Walgreens team is proud to assume the burden and privilege of assisting all shoppers in getting, staying, and living well. These shared responsibilities are essential components of our robust belief structure, established over a generation of dedication to our societies. Equality, fairness, and respect At Walgreens, these aren’t just vital phrases.

Walgreens is dedicated to cultivating Diversity within all pharmacy schools and universities. According to Borja-Hart et al. (2016), Walgreens has contributed over a million dollars to this cause each year since 2008, with around half going to students in the form of scholarships, with the rest being donated to certified pharmacy colleges in the United States and Puerto Rico. In our ongoing sponsorship, we are helping to expand students’ attendance in underrepresented populations and offer educational assistance.

Vision and Mission Statement for the Walgreens diversity Plan

Walgreen’s vision statement is always to be America’s most-loved pharmacy-led fitness, wellbeing, as well as Beauty Company. The assertion demonstrates the company’s commitment to meeting all of its clients’ needs. It understands that this is the only way for a company to gain credibility and recognition as a trustworthy brand. Walgreens’ mission statement is to promote the health and wellbeing of every American community. As this is the firm’s mission statement, it can also be used as a purpose statement.

Measurable Goals and Objectives

Goals

· Build an organization that values Diversity and is civil to those who are unique.

· Create and sustain a culture that values Diversity and encourages inclusion.

· Attract, hold, and maintain a diverse staff member’s body.

· Attract, hire, and keep a diverse workforce.

· Incorporate Diversity and inclusion in significant ways in teaching, learning, and research to enhance inclusivity.

· Enhance the Organization’s commitment to and work with diverse communities by building on existing relationships and forging new ones.

· Create a safe environment for people from all walks of life.

Objectives

Workforce diversity aids in the achievement of organizational objectives and improves the company’s brand and credibility. To do this, the Organization plans to:

· Recruit a competitive pool of high-quality applicants to find the best people for the job.

· Making more thoughtful and creative choices by drawing on a broad range of ideas, experiences, approaches, and insights brought to their positions by workers with diverse backgrounds and skillsets.

· Reflect the Corporation’s stakeholders’ Diversity as well as the global environment in which it works

Action Plan

Under the leadership of Senior Vice President, Chief Administrative Officer, and Chief Diversity Officer, a Diversity Advisory Council subcommittee created the Diversity Action Plan. The plan’s mission is to enhance access, growth, retention, career opportunities, and the organizational environment for all members of the company’s culture while staying on track with business goals. Possibilities to improve Diversity inside the Organization’s current services, strategies, processes, and institutional norms were established beginning with the Diversity Strategic Plan. After that, the possibilities were ranked based on urgency, improvement viability, and alignment with its vision strategic plan.

Walgreens Boots Alliance is committed to contributing to the implementation of Sustainable Development Goals, and we have included our Sustainability reporting in our list of content issues or elsewhere (Reyes, 2018). The Walgreens Boots Association’s Code of Conduct and Corporate Principles promote reasonable control of our activities and CSR strategy. This document outlines the ethics and values that each division, company, and corporate intent must conform to within Walgreens Boots Association.

The Process benefits all of our officers, regardless of where they are stationed. It also applies to several other organizations, such as advisors, representatives, traders, or other Walgreens Boots Alliance members, that operate on behalf of the Walgreens Boots Coalition and its affiliates, such as our Management board. The Walgreens Boots Coalition is committed to the safe delivery of medications in our hospitals, the wholesale and dispersion of drugs in a secure environment, and the manufacture and sale of high-quality care and wellness products.

Implementation

The first step in implementation is to enlist the entire top management team’s help, with senior leadership participating and recognizable in the entire diversity initiative. Transformational speeches are ineffective on their own. The CEO and other senior leaders should be present at diversity seminars, training programs, and Discussion forums. Implementing Diversity at the top management level is also a vital first step in paving the way.

The initiative to promote Diversity must include adapting the organizational framework. This can be accomplished by establishing a diversity office and naming a Leading Diversity Officer (CDO). Diversity proposals are much more likely to be noticed around the board if the organizational framework supports them (Reyes, 2018). It is necessary to communicate about the initiative regularly. It’s critical to articulate why Diversity is so vital to a company’s success. Communication should be abundant and involve many outlets such as social media, newsletters, intranet, lectures, meetings, and posters, among others.

Establish a structured action plan with concrete targets to endorse the diversity agenda, aligned with the rest of the firm’s operations priorities. Various studies have shown that vital elements would not receive the appropriate consideration if such a plan is not carefully designed in advance using proven and reliable methods. These project strategies must account for the time required to build a culture that recognizes Diversity as an essential component of the overall plan. A performance assessment program that acts as an accountability mechanism must also be included in the venture.

Diversity Plan Training

Diversity plan training should portray diversity awareness as an option that helps everybody in the Organization have a longer-term positive impact. Diversity preparation should be implemented by Establishing shared objectives. Shared interests bind people together. Wherever possible, emphasize inclusion. Diversity recruiting is just one aspect of inclusion. Inclusion constantly seeks out, supports, and promotes various approaches to and solutions to problems.

Improving Employee wellbeing and understanding of the neighborhoods where we reside and work, more profound company and community partnerships, more prospects for jobs, and enhanced value for shareholders we’re aware of who we are, where we’ve come across, where we’re going. We want to share more with you. Because of the increasing ethnic and racial Diversity in the workplace, diversity training is thought to be more necessary. While significant companies agree that managing Diversity and aggressive Diversity recruiting would help them compete in a global market, other large enterprises have been reluctant to adopt diversity training. According to Reyes (2018), Diversity training is often used to achieve goals, including acquiring and retaining customers and productive employees, sustaining high job satisfaction, and promoting understanding and harmony among employees.

Diversity Plan Evaluation

Drug Utilization Assessment is a concerted endeavor to determine opioid usage or medication therapy’s reaction to optimize patient outcomes. Medical Use Evaluation, which is also linked to “target drug” or “medication use” programs, is often combined with policy prevention measures for conditions aimed at improving outcomes of chronically ill patients. Performance of quality control concepts and strategies focus on assessing a process or outcome and then optimizing returns to maximize efficiency or effectiveness.

Walgreens is advancing its commitment to eliminating health disparities and improving outcomes in its hometown of Chicago by offering various community-focused pharmacy and wellness services, beginning in underserved neighborhoods on the city’s south side (Media, 2020). This comes on the heels of Walgreens spending more than $35 million this summer to reopen struggling Chicago stores to serve the needs of these communities better and ensure continuous pharmacy coverage at a critical time.

Iterative studies and clinical research guidelines Professional associations, state, legislative, supporting, and non-profit organizations create systems based on available evidence and expert research. Similarly, latent infection control practices have been shown to improve chronic healthcare outcomes while also lowering costs. The results were unexceptional, with only minor improvements in healthcare metrics’ efficiency and little impact on utilization or cost reductions. However, concerns have emerged as a result of criteria to ensure continuity, reliability, and consistent guidance.

Walgreens wants to help support the city of Chicago’s health equity goals by improving access to quality care and public outreach in collaboration with elected authorities and community groups. All we do is driven by a desire to improve the health and wellbeing of the people we represent, and we understand that there is a great need and desire to assist the patients we serve on their road to better health. We will continue to make a difference by learning more about the unique health needs in these areas and tailoring our pharmacy services to solve them due to our commitment to Chicago and pharmacists our clients know and trust better. Walgreens has started offering health care facilities in Chatham on the city’s south side. According to data, residents in these areas have a higher prevalence of acute and chronic diseases, including hypertension, diabetes, pneumonia, and flu.

Since it necessitates data collection, this becomes a comprehensive proof analysis that allows you to assess what functions well and where there is room for improvement. Prescription use evaluation is a tool for improving outcomes that can be used. At the same time, there is still uncertainty about whether a prescription will be effective if there is insufficient clinical evidence for a combination of two or more drugs and for assessing the prescribing, preparing, delivering, administering, and monitoring method of prescription.

References

Bacon, J. U. (2004). America’s Corner Store: Walgreen’s Prescription for Success. John Wiley & Sons.

Borja-Hart, N. L., & Leachman, B. G. (2016). Drug information resources used by chain community pharmacists in Tennessee. Journal of Pharmacy Technology, 32(5), 185-190.

Media, F. (2020). Walgreens retail pharmacy. Retrieved 28 January 2021, from

https://news.walgreens.com/press-releases/walgreens-addressing-health-disparities-in-chicagos-underserved-communities-with-new-pharmacy-and-healthcare-initiatives.htm

Reyes, K. A. (2018). Developing a strategic inclusion & diversity action plan: Lessons learned from research & practice.