Cultural Diversity At The Workplace

I have to start this paper off with a confession. I had hand surgery a couple of years ago and had to become a lefty for several months. The experiment would have been harder I know if I would have not gone through this experience. I am not a lefty but had to live as a lefty.so I can use my left hand to do more than the average right handed person. I have much appreciation for left handed people. The world is set up for right handed people. If you have to put in a light bulb you have to screw the light to the right. If you have to deal with anything mechanical you usually have to turn clockwise to insert and counter clockwise remove. I am a nurse and I had to learn to grasp really small objects such as

With approximately 9 million Americans identify themselves as being lesbian, gay, bisexual, or transgender (2014, p. 3-4). The workforce of today needs to be inclusive to reflect consumers and drive better business practices. It is also the progression of the working world that started with affirmative action to require diversity through race inclusion regulations. This advance in culture and workforce is becoming more apparent with the changes in laws and overall acceptance of the GL community. It is also imperative that organizations work to integrate a diverse work-force and create an environment that encourages diversity. A key obstacle to diversity is prejudice. As pointed out in "The Holistic Approach to Diversity Management" organizations that realize the benefits of a diverse workforce and how it grow an organization as a resource with more access to information to deal with better problem-solving and decision-making processes and that this inclusion of diversity is the cure for prejudices and bias (2009, p 455).

Workplace Diversity refers to the human characteristics that are present in the workplace making people different from one another. Various human characteristics would include race, gender, age, certain physical attributes, experience, and personal habits.

I am very happy witht the progress that Vicky has made in her job so far. She has been with the Bureau about 8 months and she has become invaluable to us. She understands the division and bureau vision and direction. She is a real team player who actively participates in bureau meetings and activities such as coming up with a vision and mission statement for the PPI bureau.

Corporate America is seeing a shift in workforce demographics, with the terms “workplace diversity’ being thrown around in meetings across many large organizations. There are many definitions and interpretations of workplace diversity, but the this paper will define workplace diversity as “an environment that maximizes the potential of all employees by not discriminating against age, ethnicity, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital or partner status, military experience, parental status, religious beliefs, work experience or job classification (Futon). Managers of this era have to work alongside individuals who not only come from different ages and educational backgrounds, but also individuals who are of different origins and have roots in many parts of the world. Organizational leaders are convinced that diversity efforts need to be an organization-wide effort in order for it to succeed (Roosevelt 23). The reality is that the American workforce is changing very rapidly and steps have to be taken to adapt to this new environment. This paper will focus on (1) the growing importance of workplace diversity, (2) the benefits associated with having a diversified work environment, (3) methods of increasing workplace diversity and (4) effective strategies for managing a diverse workforce.

In the second scenario, I would ensure that all of my employees were familiar with the anti-discrimination policy, as well as diversity in the workplace. While I fully understand the concerns presented by the other workers and their feelings of being uncomfortable, I also lean toward the safety and welfare of the transgender individual if he was forced to utilize the bathroom he does not identify with. While unisex single stall bathrooms could effectively eliminate the concern that is presented by some of the other workers, it may not be financially feasible. However, I do believe that current bathroom stalls can be retrofitted to ensure a more private experience for everyone. Bathroom stalls should go from floor to ceiling and the gaps on the doors should be fixed to be completely enclosed. This would allow any gender access into the bathroom without privacy issues being a concern.

Growing up I would support and volunteer at various different places: my school, libraries, hospitals, or big, well known organizations. Throughout life I have always agreed with the quote above, if someone is doing good and making a difference, why not be a part of it and help make a difference as well. When I was younger, I assumed that anyone who is saying that they are doing good must be doing good. I was never skeptical of organizations such as Autism Speaks. As I grew up, I heard from others that such organizations were not actually giving people who have Autism and their families funding and support, but in reality all Autism Speaks does is raise "awareness" and try to find a "cure". The so-called awareness they raise isn't the right

Elie Wiesel, a Nobel Laureate who lived through the Holocaust and passed away just this summer, wrote a quote that social workers should live by. He proclaimed that “We must always take sides. Neutrality helps the oppressor, never the victim. Silence encourages the tormentor, never the tormented.”

The importance of promoting and maintaining a workplace of inclusion and cultural diversity within any healthcare organization (HCO) is like no other time in history as the U.S. population itself becomes more diversified. It is projected that by 2060 more than half of the population will be of minority race (US Census Bureau, 2015). With our country growing more diverse each year, natural history and progression would suggest that our fundamental institutions such as our HCOs should also become more diverse (Rasmussen, 2017). Achieving and maintaining profitability in the current and continuously emerging marketplace will be benchmarked against MHCC ability to adapt to these changes (Modern Healthcare, n.d.). The financial burdens related to

LAawMedMBA, L. (2009). What is the difference between human resource Development and human resource management. Retrieved from http://answers.yahoo.com

There are many ways to help the LGBT community in the workplace with employee affinity groups, resource groups or business networks. These groups were first started in the early 1990’s to create organizational structures that provide a clear communication between the employees and management (How LGBT Adults See Society and How the Public Sees Them, 2013). They also ensure that the LGBT community have a voice within the organization and they are respected by others. It is important that the heterosexuals are vocal about backing up people with different sexual orientation. For example, Barclays Spectrum, provides support for employees that are within a bigger cooperation (Challenges for LGBT People in the Workplace and How to Overcome them,

Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language,

It’s February, which is also Black History month, is here and at CultureIQ, we feel it’s imperative to celebrate diversity. Diversity comes in all aspects of life: ethnicity, gender, socio-economic standing—the list goes on and on. Every person on your team brings a unique perspective to their role, which is why it’s critical to utilize people from different backgrounds. Engaging with people from a variety of backgrounds is not only good for the soul; it’s great for business. Here’s why leaders should champion diversity in the workplace.

As companies become more diverse in the work field employees are getting harder to manage and understand. One issue in the global market today is workplace diversity. Workplace diversity is defined as all characteristics and experiences that defined each employee as individuals, but it can also be misunderstood as discrimination against employees. Diversity can include race, ethnicity, sex, religion, disability and sexual orientation discrimination. One reason why workplace diversity is important is because when you respect your employees productivity rate rises and many companies do not know that. A diverse workplace targets to create an inclusive culture that values and uses the talents of all employees.

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are