A Diverse Workforce

Diversity at the work place has over the years become a matter of serious discussion. This is because there is a need to stop the common stereotyping that has been in existence over the years. There has been a need to guarantee that there is diversity at the areas of work to ensure that each individual is given an opportunity to work. This is only possible if there is an end in discrimination, this is because discrimination is the major factor that affects diversity in organizations.

No two humans are alike. People are different not only in gender, culture, race, social and psychological characteristics but also in their perspectives and prejudices. Society had discriminated on these aspects for centuries. Women and minority groups were denied of their due rights. But not any more. Since 1960s, when federal legislation prohibited employment discrimination, minorities and female applicants have become the fastest-growing segment in the work force. Diversity makes the work-force heterogeneous. The work-force diversity used in the corporate world today is the varied characteristics of employees working in same organization. Despite the magnitude of the ethical, legal, economic, social, and political

1. What changes are occurring in our workforce today and are likely to continue into the future?

This raises more problems than it solves because people are being hired for who they are rather than the skills that they possess. In this type of situation people who are more qualified for a job may be pushed aside in order to hire someone who meets the company’s diversity needs. Instead of following this Noah’s Ark model

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

While the expansion of hiring those of diverse brackets can create a positive professional and educational atmosphere, it can also create a feeling of tension between those separate groups. It is feared that meeting the diversity percentage issued by the United States government may overshadow those who may work hard for a job or college acceptance. However, by employing a diverse workforce, a company has the ability to have different perspective on racially sensitive topics. If someone of similar racial backgrounds marketed a product used predominantly by one race, then it would result in the possibility of increased sales.

Using these studies, Claburn builds the foundation of his article. To conclude, he writes that shared interests do play an important role in the hiring process which is why it may be beneficial to use

Some are finding diversity to be challenging in the workplace, some have been raised to stereotype or were unconsciously

Labor force demographics and future projections play a significant role in the way human resource (HR) professionals and firms guide their recruiting and hiring efforts. Projections by the U.S. Bureau of Labor Statistics (2010) indicate the racial/ethnic workforce will continue to shift. Analyzing the internal and external demographics can potentially prevent a company from experiencing labor shortages, discrimination, and inappropriate behaviors.

The need for a diversity program at the workplace cannot be overemphasized. The reasons for such a program are appreciated

The importance of having diversity in today’s work world has never in the history been more crucial. A lot of companies and their CEO’s are finding ways in include diversity by creating different types of jobs and duties and in efforts of being more inclusive. The article stated that the companies that are creating more jobs in effort to be more inclusive are the companies that will end up surviving and being successful in today’s challenging professional world. Change is occurring, change or

Leaders make the mental environment that encourages supported advancement at all levels. The test is that as an association develops, administration structures and organizations, intended to channel development, have a tendency to make obstructions to little scale upgrades.

A Chi-Square test of goodness-of-fit was preformed to check if managers hired an equal distribution of personnel of all races. The test indicated managers hired significantly more humans than all other races,

The topic that I’m choosing is Chapter 17, “Managing a Diverse Workforce.” Although there is an improvement in the diversity in the workforce, there is still room for change. Businesses have made many changes to help enforce the laws that were passed regarding diversity in the workforce. Women have been integrated into the workforce and there also have been many immigrants from other countries that have been given a new start to the workforce in the United States. Laws of equal opportunity have been made to help increase the workforce diversity. The goal for full equality of women and persons of color in the workplace has not been fully met; however, the United States’ workforce has made a lot of progress.

population. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages (SHRM, 1995). Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is an invaluable competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity (Black Enterprise, 2001).