Read “The ‘ICE’ Strategy” on Human Resource Management (pp. 8–9) of the PDF in A

Read “The ‘ICE’ Strategy” on Human Resource
Management (pp. 8–9) of the PDF in Aetna: Investing In Diversity
Case. Also review Exhibits 6 and 7 on pp. 22–23 of the case study to
see the link between Aetna’s strategic focus and the diversity outcomes that
can result. From Exhibit 7, select one of the eight strategic focuses and one
of the 10 diversity implications that you feel relates to that focus.
Discuss the relationship between the two and describe
three specific actions Aetna could take to accomplish the diversity
implication. Include at least one citation and reference in your initial post.
Respond to your
classmate discussion post concerning their choices and suggested actions. Can
you add anything to their perspective?
TO ESSAYPRO WRITER: Please only respond to classmate
discussion post. Do not complete the discussion post entirely. It has been
completed already (below). I also posted my classmate discussion post below to
review to respond to them. 1-2 paragraphs, 1-2 sources APA format. Attached is the
reading material for review also.
My discussion Post
Hello Classmates,
The ICE strategy is a diversity
strategy that involves the marriage of business strategies with roots from more
than 35 years ago and values. The three main components are communication, integration,
and education. Communication involves disseminating information to employees
and customers on their major diversity constituents, spreading information about
positional Aetna on internal and external annexational forums, and sharing the
progress with the challenges involved. Integrity mainly explains the importance
of including all diversity dimensions in operations which include caregiver
status, sex, age, race, and telework. The integration components must work across
all departmental networks of marketing, investments, sales, and HR (Cascio,
2016). Integration has been found to support all of Aetna’s business diversity
goals. The last component is education which is comprised of significant
activities such as asking some questions and providing relevant answers to them.
Some of the questions include strategy and its components, how it is manifested
in the modern business world, the parties included, and the appropriate tools
needed to boost competence and meet the satisfaction of market needs. The three
strategies have intermarried, and they must all be considered equally to give
desired results for successful diversity implications.
In Aetna’s
strategic focus, there is perceived growth of profitability, market share, and earnings
with a diversity implication of building a workforce with proper knowledge and
understanding of racial, gender, sexual orientation, and generational diversity
of the market. Etnas focus on delivering superior medical quality services and
practice of total cost management with a diversity implication of creating an
inclusive work environment that maximizes individual overall market
productivity and contribution of all the employees. Aetna strategically focuses
on achieving optimal expense structure through improved productivity that
eventually supports growth domestically, implying a more significant attraction
of potential candidates to Aetna and the opportunity to choose from a larger
pool of candidates (Cascio, 2016). Aetna focuses on creating customer value
through innovation and technology, aiming to achieve criteria to bid on public
and government sector business operational foundations. Aetna focuses on
creating customer value through technology to boost the workforce capabilities,
which helps address multilingual constituents’ needs.
Aetna
focuses on delivering the best customer experience to match the provision of
culturally consumer experience and designing products and services to meet
exclusive customer needs. Aetna focuses on fostering compliance as a critical competency
to establish strong business relationships with organizations and local
communities to help support market and sales based on a community framework
(Cascio, 2016). Aetna focuses on the building of a diverse and high-performance
cultural workforce, which is essential in establishing a business
infrastructure that is ready to support sales and renew the efforts of employers.
It is also essential to boost employer diversity spending to leverage business
opportunities fully. Aetna’s strategic focusing criterion is vital in linking
diversity metrics directly to match the organizational scorecard.
The business organization has adequately implemented
the Aetna strategic framework with the aim of diversity. It is only business organizations
that have fully implemented the strategies that finally achieve the planned
diversity. The ICE strategy is also a diversity strategy aimed at implementing
three factors concurrently to achieve the market coverage of all the
information. The factors, including integration, communication, and education,
have proved efficient in addressing many organizational problems.
References
Cascio, Wayne. Aetna: Investing in
Diversity. Society For Human Resource Management (Shrm, 2016.
Scott Discussion
Post
Hello class,
Aetna uses a unique
diversity strategy called “ICE” to become one of the most
successfully diverse companies. The “ICE” strategy combines values
and business strategy, established from over 35 years of experience.
Integration, Communication, and Education make up the core components in this
strategy and are necessary in its success.
In Aetna’s diversity
strategy, it is broken down into eight strategic focuses and ten diversity
implications. These focuses and implications connect with each other, making
each key action important to the strategy’s success. For example, the strategic
focus “Achieve optimal expense structure through improved productivity to
support growth” relates to the diverse implication “Create an
inclusive work environment that maximizes each employee’s contributions and
productivity”. These two points relate because in order to maximize
productivity from employees, a company must first create an environment where
employees feel valued. This, in turn, will lead to the achievement of an
optimal expense structure because productivity has improved.
Aetna can succeed in
these two key points by focusing on the following areas:
1. Creating an on-board training that focuses on the values
of being a diverse company and the importance of involving every employee from
the ground up. This will create an understand of the company’s goal and pride
in being a top diverse business.
2. Continue diversity training through employment, no matter
the tenure of an employee. This shows employees the dedication of the company
in creating a successful and diverse workforce.
3. Recognize and celebrate diversity of all cultures in the
workplace.
Using employee feedback
is the best way to find areas that are successful and areas that need
improvement. The frontline employees need to be heard and the company needs to
listen to their needs in order to create such an environment. The best way to
receive feedback, is by conducting engagement surveys, which Aetna has done. As
Cascio states in his case study, “Through an annual employee survey for
all employees, Aetna measures the work experiences and perceptions among employees
of different backgrounds” (Cascio, 2009). This is why Aetna has seen
success in becoming one of the top diversity focused companies.
References:
Cascio, W.
(2009). Aetna: Investing in Diversity Case. SHRM. Retrieved June
23, 2022, from: https://learn.snhu.edu/content/enforced/1063952-OL-211-J5802-OL-TRAD-UG.22EW5/Course%20Documents/8-1%20Aetna%20Goals%20and%20Diversity%20Outcomes.pdf

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