Components Of Diversity Consciousness

Humans are creatures that are vulnerable to differences in general, but in the presence of these differences, people will unknowingly gain some benefit. The following problems and opporrtunities that exist in working in a multicultural environment.

Diversity was tragically scarce in my hometown. The unspoken common goal, seemingly, was to be the exact same as all the other students with regard to clothes, boots, and even designer lunch boxes. Many students acted, dressed, and even spoke differently at home, meaning diversity in the students existed, but was not accepted. Diversity carries little to no meaning without inclusivity. However, inclusivity brings meaning to diversity by ensuring a positive and consequently productive learning environment. I believe a diverse and inclusive learning environment is essential to a productive work environment because diverse ideas bring innovation. Repetitive contributions are hardly helpful when the information shared is neither new nor different

Diversity is a much more wide-ranging and comprehensive concept that is dedicated on meeting the necessities of a culturally diverse workplace. When employees are valued and given equal opportunities, they contribute to the maximum of the organisation’s performance. A positive diversity climate is associated with employee’s job satisfaction and their commitment (Coetzee & Schreuder, 2010).

In chapter 7 of the textbook Diversity Consciousness, Butcher reports there are some barriers to teamwork. Some of these obstacles can stem from the individual member or members way of acting or thinking outside of the team or group setting. The obstacles that teams may occur could potentially detract the team from having cohesion, and hinders its productivity. Butcher give 's eight examples these obstacles. Examples: Unequal distribution of power- not having the ability to make decisions or to be heard. Having this imbalance of power creates an atmosphere that group members are subordinated, causing them not to feel comfortable or not to participate fully in the achieving of the team 's goals; stereotypes- the inability to see the individual for who they are, giving into stereotypical ideas, which can cloud your judgement of the person and/ or group; lack of outside support- to work in a box cut off from other people; Social values- difficulty working with a team, a member that is use to completion or individualism, and unwilling to share the credit; lack of trust- hesitant to share or to feel vulnerable to others; lack of communication or miscommunication- unable to exchange information with clarity, and lost the information in the context of delivery; and finally, disagreements over the roles of members or the team 's mission- unclear of the responsibilities or role of member or the dynamics of the group. Once these obstacles

As times are changing, so is the world’s vision of normal. Discrimination and segregation were a huge part of history, but the fact is that in this modern society, culture diversity is the new norm. Companies and organizations incorporate culture diversity in the workplace due to the benefits of various experiences, language skills, and productivity. Employees are the face of the company, and if they have the mentality of prejudice and ethnocentrism, it can affect the success of the business. While most people understand that the world is a melting pot, discrimination still exists in this world and these people are at a disadvantage. Whether it is because they are living in the past, had a bad experience, or have not been exposed to it, the world is a melting pot of culture, gender, and ethnicity. Regardless of how we are different, once “we can learn to appreciate that differences do matter and that becoming aware of those differences will make interactions with others much easier” (Devry University, n.d.).

Most white people grow up in predominately white neighborhoods and attend schools with white classmates being taught by white teachers with topics chosen by white men. Not being exposed to more cultures and races creates a misjudgment of other groups. By the age of 3 we learn the concept of racial order and being white is the best race possible. Diversity in the workplace and intellectual diversity relating to human resources is important to look at with people’s upbringing. In human resource departments it is important to include diversity training to create a good environment in the workplace. This training will help minimize discrimination and harassment lawsuits. By creating an accepting environment, the employees can learn to work with employees that have differences. This can improve the efficiency in the workplace and improve the brand. This expectation of the company can be a psychological contract with the employees that they will follow these expectations. The three components involved in diversity training is legal awareness which has to do with the legal implications that could come along with discrimination. cultural awareness is the second component that helps the employees understand the differences in the world and learning to appreciate differences in peers and other employees. Lastly is sensitivity training that deals with emotions and empathy in the workplace. This is probably

This paper will discuss and focus on the four dimensions of diversity: ethnicity, gender, differences in skills, abilities and personality traits and how they have an impact in my workplace. To be able to go further in this paper one should understand the definition of diversity. Diversity is a variety between people associated to factors such as culture, employment status, education, family orientation, gender, origin, physical appearance, religion, sexual orientation and thinking style (Harvey, C. P., 2009). Although the differences themselves are unquestionable, organizations and society often reject them by acknowledging

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

Understanding diversity took reinforcement when I began working through different organizations and their settings. Whether I worked

For diversity and inclusion training to be successful, it must have a powerful Impact in which it reaches employees in a profound and meaningful way. It must provide ongoing conversation inviting new viewpoints, actions, and proposals. It must engage the audience on varied levels of learning allowing the members to participate and provide opportunities for questions, participate in activities and will allow for respectful debate. Lastly, it will allow members to walk away with a different attitude and understanding toward diversity (Ward, 2008).

It is becoming evident that the working population of the country is much more diverse than it was before. People belonging to numerous ethnic and cultural groups are now employed with us. In light of this situation I recommend to conduct a diversity training program for all employees.

Workplace diversity is dealing with the differences that employees have but it is also the celebration of these differences in the company’s work environment. Therefore, the company’s diversity training is very needful to building awareness and maintaining a cohesive work environment. In developing a diversity training program several things need to be considered such as: assessing the needs of the team, providing tangible materials that reflects the training requirements, as well as how the information will be presented to the employees. A successful implementation of diversity training allows the company to experience higher employee retention rates, greater morale, less lawsuits, and improved production.

I have always considered myself as being culturally diverse, as far as understanding others from all walks of life and backgrounds that differ from mine, or what I am accustomed to. However, that does not mean that I am all knowing about one’s life or what their life may entail. Because of this fact, it is easy to assume something about a person based off of common ideas, or beliefs due to their culture. It has also been stated that when we are aware of one’s own communication styles, “we can increase our effectiveness by understanding barriers to valuing diversity” (Shockley-Zalabak, 2015, pg. 171). By definition, valuing diversity is the capability to “understand and appreciate” the differences in individuals to create organizations (Shockley-Zalabak, 2015). This particular term is useful because it helps to put into perspective a situation that I

Ongori and Agolla (2007) state that managing workforce diversity in an organization is a complex phenomenon. They suggest that with the current organizational transformations being implemented across the globe, management of workforce diversity cannot be downplayed. Diversity in the workforce is based on the acknowledgement of the reality that people are different in more than one way, mainly in terms of culture and ethnicity, personality, religion, sexual orientation, disability, social status, marital status, gender, and age (Shem et al., 2009). Affirmative actions taken by various groups to address the plight of minorities coupled with the free movement of labor has made workforce diversity management a core issue in both private organizations and government agencies (Ongori & Agolla, 2007). The following is a discussion of the need for diversity training for all employees in a company for the purpose of avoiding future litigations and issues of equal opportunity employment, EEE. The paper also addresses how diversity fits in the development of the organization and suggests a strategic plan for diversity training inclusion and implementation.

The world's increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity