Case Study : The Diversity Consultant

Managing Diversity in the workplace is more than just an acquired skill, it is "a way of thinking" (1). It involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. The key is to help employees reach their full potential by creating an environment that will allow them to be motivated and productive and ultimately, be beneficial for the organization.

For many years, Americans have held certain opinions concerning gender, sex, women, and sexual orientation. A definition of both gender and sex will be provided. The roles of women throughout American history will be discussed. When people think about masculinity and femininity, they have certain preconceived ideas. How these ideas contribute to the understanding gender, sex, and sexual orientation will be examined. Finally, the status of GLBT individuals will be explored. An increased understanding will be gained concerning these issues.

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

One of the objectives that the team discussed was diversity in the workplace. Major corporations have encountered issues concerning diversity in the work place. Our team can directly relate to this subject in the workplace since all of us are diverse minorities in our individual work place. It was discussed in the group that diversity in the workplace is the manager’s responsibility to insure that the workplace is a diverse environment. Managers in most companies are required to hire a diverse staff. Managers have the ability to use race, religion, and tenure as qualities to inspire success and

Discussion of 2015 UNCF Diversity & Inclusion STEM (STEAM) Forum (Hosted at Hyatt New York)—closed a 3-year contract

I moved to California around one year and a half ago with my family. My parents decided to move here to give their daughters a better education and better opportunities. My parents are my biggest influence because they have helped me understand how important it is to work hard to achieve my goals. I learned that if I work for what I want, I can be very successful. My parents left their own house, land, jobs, and family just to give their daughters a chance to be successful in life. I think that seeing them give everything away just so that my sister and I can study and get our degrees is incredible. They have not only shown me to be independent and a hard working person, but they have taught me how to be considerate and selfless. I lived in

To increase diversity, employers are permitted to consider race or gender as a factor in selecting employees. Race differences in the workplace force diversification. I personally think that it is necessary. I would never think to hire or not hire someone, because of skin color or race differences. Hiring or not hiring someone, because they have a different skin color is just as wrong. However, because discrimination has occurred, history has created the need for laws to protect working class citizens. Breaking into classifications by race or gender is now common in the U.S. In making employment decisions, I do think that there are ethical factors that create exceptions to the rule. In particular, gender considerations playing an active

To understand more in depth about the effects of diversity on an individual’s career path, I have interviewed an Indian who was born and brought up in India and moved to USA 4 years back for his project work. Johnson Fernandes is an Operations Manager, currently working at Voya Financial Services at Connecticut, U.S. He has 8 years of experience in the IT industry and has worked in three different countries, India, Canada and the United States. He has done his engineering in India. This is his fourth year working in United States. He moved to US to do IT consulting for an US client. Before he could come to U.S, his company provided him various diversity trainings to help him get accustomed to the cultural difference in U.S. They provided him training on etiquettes and grooming. It trained him to be careful of punctuality at meetings and also to be accurate while providing an ETA. His training also included sessions on learning how to address people by their first names. In India, seniors are addressed by titles such as Sir, Ma’am or Mr., Mrs. or Miss. It is considered offensive in India to call a senior by their first name, especially if we do not know them personally. However, in U.S companies, most of them address each other by their first name. Cultural difference was indeed challenging for Johnson to cope up with. However trainings provided to him helped him to understand the culture of the companies in U.S. It helped him to amend his

strategically relevant concepts, with potential, for Kelly Services. They are in a stable environment and can use these concepts to defend their position. Kelly Services can and should focus on these concepts as competitive advantages and to be different. different. Diversity is a major advantage as it can increase the level of human capital talent, acceptance, innovation, and problem-solving skills. Diversity brings more ideas to the company because there are different experiences and opinions brought into the workplace as Kristy Dudal points out. As a global supplier, Kelly’s current customers are faced with switching cost.exposure. Medical and technical employee certifications and licensing need to be applicable to the region where the temp is located and up to date. Kelly’s teachers on call ican be the only alternative, as In some cases teachers are not available.

The purpose of this year’s diversity month was to address certain diversity-related issues. We planned three discussions on topics that affect the daily life and performance of workers. The topics were work life balances, generational challenges, and political correctness. We decided on these topics after careful observation of interactions between workers . Suggestions from some workers also made the need for a safe space to discuss these issues clear . Across the PwC network, a week in September is dedicated to celebrating diversity. Last year, our activities included a mentoring program and a multicultural celebration. This year we decided to spread the activities over a month because of the different schedules. We also wanted to make

Tara seems to have trouble building a relationship with adults and seems to have trust issues with adults especially in her own family. This most likely came from her mother not believing her about the sexual abuse Tara was facing. At first it may be difficult to establish rapport with this client under her circumstances. A social worker serves as a model of an adult with empathic ability (Shulman, 2012). The client then can learn to develop powers of empathy to be used, in turn, with those who need support (Shulman, 2012). Being able to use my empathic ability and help my client identify their feelings can help me to gain trust with my client. When talking with this client, I would use responses such as empathic, summarizing, and clarifying. These responses will show my client that I am listening to what they are saying and taking in all of the information. Showing my client that I am listening and responding appropriately will eventually help my client

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

Diversity in the workplace is a subject that has gained increased attention over recent years. After all, the impact of affirmative action and equal employment opportunity programs on the nation's work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force representing a microcosm of our society - yet one that continues to struggle with its identity. Continuing to increase racial and ethnic diversity in the workforce poses one of the most challenging human resource and organizational issues of our time; however, this paper will show that overcoming

Moreover, Madam Leong has to understand the meaning and importance of managing diversity. Managing diversity implies that management and leadership of a workforce with the objective of encouraging productive and mutually beneficial relationship among the employees of organisation. The aim of

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)