3 specific best practices (programs/initiatives) that are currently being used in business today

The World is a diverse place; changing demographics, globalization and generational gaps. Diversity is the mix of people who make your organization. The workforce, including leadership should represent and look like the community in which business is conducted. Work place diversity is the key to survival and growth and is an essential business tool. Diversity promotes inclusion within and across business units and help all employees understand and respect individual differences and the value of everyone’s unique talents. Different types of people bring different talents and competencies to the table. Inclusion allows people to be themselves at work and letting them know they are valued regardless of their age, gender,

Studies that have been conducted to examine the level of access and employment inequity experienced by minority groups show that with equivocal levels of education and work experience, job applicants who have an English sounding name are requested for an interview up to forty percent more than their competing job applicants who have a Indian, Pakistani, or Chinese sounding name (TIEDI, 2011). Furthermore, the dismissal of the African-Canadian woman discussed earlier is not as surprising when one takes into account that in Toronto, arguably Canada’s most multicultural city; those of African-American descent reported one of the highest amounts of discrimination in relation to those of other visible minorities (TIEDI, 2011). The deduction that can be made then is that there still persists to be a belief that there is a correlation between one’s racial background and their perceived ability to do a job as effectively as that of their Caucasian or other dominant racial counterparts. Such a belief greatly hinders Canada’s workplace as it fails to utilize the skill-sets, knowledge, and qualifications of visible minority individuals that would otherwise benefit the community, and it largely damages one’s ability to integrate into Canadian society as a functioning member treated with equal regard,

Canada’s annual rate of immigration has been the highest in the world since 1990 averaging 0.75 percent of the population and has had an important impact on the population size of Canada adding 3.9 million people between 1990 and 2006. Such increase in the immigration has huge effects on economic, demographic, social and political conditions in Canada that affect the quality of life of all Canadians including the past immigrants. Immigration to Canada can mainly be distinguished by three words: economics, ethnicity and race. Trade and command for Canadian goods and services handles the need for immigrants and the politics of race ascertain where those newcomers arrive from (Bearton, 2016).

Organisations are noticing the need and significance of putting diversity into assorted qualities and incorporation as a major aspect of their general ability administration hones and to constantly challenge their associations to make the association between those standards and their corporate execution. Diversity is particularly significant in today's worldwide commercial center, as organisations interface with various societies and customers. The adjustments touch each range of the business by possibly bringing about expanded imagination, expanded profitability, new dispositions, new dialect abilities, worldwide seeing, new procedures, and new answers for troublesome issues. More prominent nimbleness, better market knowledge, more grounded client and group faithfulness, advancement, and enhanced representative enrollment and maintenance. The organizations that neglect to see the significance of Diversity and consideration may get themselves not able to pull in and hold the sorts of clients, workers, and business accomplices that constitute our changing world in 5 to 10 years

Creative thinking and collaboration can be encouraged in diversity and inclusion, and risk taking culture. Diversity means more than skin color or gender like if we are going to hire a bunch of new people, rather it means "diversity of thoughts and ideas." In order to achieve this, the managements need to modify their mission, values, and goals under a strong leadership. Diversity and inclusion are common design elements of innovation in five theories: absorptive capacity, actor-network, agency, attachment, and attribution theories (Miles, 2012).

A majority of immigrants encounter employment disadvantage or discrimination, compared to native-born Canadians. It’s difficult to obtain suitable employment, so immigrant skills are underutilized, earning less income than native-born Canadians (Oreopoulos, 2011; Reitz et al., 2014). A viewpoint on racialized differences asserts that discrimination in employment is an act which negatively affects the employment situation of individuals because of membership in a group, and not because of qualification or capacity to contribute to productivity (discrimination and disadvantage 2014, slide#5). Oreopoulos (2011) observed that, immigrants who entered Canada based on their skills do poorly in the labour market. In another study Reitz and others (2014) argued that, employment discriminatory behavior creates skill underutilization or ‘brain waste’ for immigrants and lowers their human capital value. So, despite entering Canada with high skills level similar to that of native-born Canadians, immigrants have very little success in obtaining skilled-based employment. Prejudice attitude of recruiters or employers may overlap with the social identity theory that asserts that immigrants are seen as cultural threat because they are not distinctly assimilated into the host country (Harrell et al., 2012). Thus, this essay assesses measures of employment discrimination and its significance in Canada.

■ Implement training programs that focus on diversity in the workplace programs designed to develop a greater awareness and respect for differences.

It is important that the issue is addressed since having a diverse workplace has it’s many benefits. Recent studies have shown that groups of diverse problems solvers are more likely to outperform high-ability problem solvers. According Harvard Business School, multicultural networks also promote creative thinking (Walter, 2014, para. 1). Diversity always for more innovative solutions to business problems, which is one of ways it can benefit the company, and there for is an essential issue to address and solve.

Navigating today’s economy and anticipating tomorrow’s opportunity require an expanded way of thinking. In that context, the diversity of an organization’s talent base may be its greatest asset. The concept of diversity is commonly framed around the traditional lines of race, gender, sexual orientation, and cultural and educational background. Those dimensions are critical in their own right, but when properly managed, they create cognitive diversity. This presence of multiple ways of thinking enables what futurist and Diversity Leadership Forum

Most businesses will compete for the global platform. So promoting cultural diversity is no more of a legal issue but also a moral one as well and a business obligation. One benefit of managing cultural diversity in the work place is the direct impact on productivity and profits. If and when a company decides to invest in a diverse group of people, it’s the diverse work place ethnics, innovation and perspectives and innovations, experiences, and ideas invested in the business’s way of working.

Aspiring to have a spirit of inspiration as a team is something the company look towards to in its work culture. The company underscores on employing a diverse work force as highly critical for the success of its business. The company is open to the various opinions, different ideas and perspectives from all across with the simple objective of it ensuring that they continue to remain or better the performance as they have shown so far and also exhibit its global marketplace (Palmeri et.al, 2015). When employee behavior reflect in similar fashion as to the communities they host and serve, it adds shine and enhances their way of connecting with the consumers, audience and the guests. Together everybody works for an environment inclusive in nature that

Albert Einstein once said, “We cannot solve problems by using the same kind of thinking we used when we created them.” In other words, we need different ideas to come to an optimal solution. Diversity encompasses a variety of differences between people in this world. Each individual is classified to be different from one another whether it is from age, gender, race, personality, education, background, experiences, and more. Varying viewpoints provides a team with a larger pool of ideas to work with and filter out what works for them. Modern day businesses that are striving towards success through innovation tend to lean teams building a diverse team. A variety of experiences and backgrounds creates a channel of people who can provide innovated ideas that may have never been thought of. In this paper, I argue that diversity promotes a higher potential of success for a company.

In many professions job performance is an outcome of a job. This could be how one employee performs within an organisation or how they perform as part of a team. In any organisation with a diverse workforce teams will contain people with diverse backgrounds. In many cases co-workers bring unique experiences and perceptions to a group. On an individual level it gives employees greater exposure to new ideas and cultures that can be a source of personal development (Shen, Chanda, D’Netto, & Monga, 2009). Effective diversity management also leads to improved levels of innovation and creativity within an organisation. The more diverse an organisation is the more innovative it can be. If an organisation is not diverse then Page (2007) argues that people who think alike, no matter how smart they are will get stuck at the same solution. Finding new innovative solutions requires a different perspective and this is what diversity provides for an organisation. The biggest problem is that diversity needs to be managed effectively.

The increasing globalisation in today’s world means more interaction between people from different ethical and cultural backgrounds than ever before. Maximising and Capitalising on Workforce diversity is the aim of most organisations today. However, workforce diversity presents both opportunities and challenges in organisations as ideas and practices from different backgrounds combine together, sometimes causing challenges such as communication and benefits such as productivity and creativity. This essay will further analyse the opportunities and challenges that are present in today’s organisations due to workforce diversity.

Canada is usually defined as the exemplar multicultural society with the most diverse cities in the world such as Vancouver, Toronto and Quebec. The concepts of integrity and complexity are being interpreted in Canadian society because of its co-existence of different cultures. Indeed, multiculturalism has been a keystone of Canadian policy for over 40 years with the aim of pursuing Canadian unity (Flegel 2002). Accordingly, Canada is generally estimated a country where people are all equal and where they can share fundamental values based upon freedom. Diversity is sustained and promoted by governmental policy, however, there are still racist interactions, which are destructive to minorities integration, especially recent ethnic groups’ arrival (Banting & Kymlicka 2010). This paper will examine challenges that visible minorities groups and immigrants are facing to engage fully in to Canadian mainstream society and the effect of multiculturalism on national identity.