Diversity And Cultural Diversity

As diversity and inclusion gain more attention in the society, more research has been done on their impact to organizations. Not too long ago, organizations implemented diversity management initiatives, such as affirmative action and equal employment legislations, just to fulfill their legal requirements (Jayne and Dipboye, 2004). However, diversity and inclusion have since then become a business imperative.

Organizations are made up of man & woman, many cultures & races, and multiple generations. Some of the organizations are also comprised of disable employees. This is what we called diversity. Diversity is something that has been around in the organizations for decades. Diversity in Collins Dictionary means, the state or quality of being different or varied and range of different things. It is synonyms to variety, mixture, range, and multiplicity. According to Queensborough Community College in its website define diversity as “Understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.” Diversity is the mixture of people, culture, race, ethnicity, and more. Diversity can somehow affect the employees and can be challenges to the managers.

Diversity and inclusion are hot topics in today’s business world. While treating individuals fairly and equally is a social imperative, it is also extremely important to the success of a business. With the changing demographics of society and its affect on the American workforce, organizations must truly embrace diversity and inclusion. “For companies to succeed in the global marketplace, they must make the most of the full range of their people. Companies must attract and retain the right skills, the best minds, all the required resources – and that means diversity” (Royal Bank of Canada, n.d.). There are a number of compelling reasons companies should adopt the core values of diversity and inclusion. This paper sets out to

How do you envision the racial and ethnic diversity of the United States thirty years from now? Explain thoroughly. In today society, racial and ethnic diversity is an everyday thing in the United States. Racial diversity can be seen in workplace, schools, and etc. When it comes to the future of America people say immigrants are it. The percentage of immigrants that has entered the United States has continued to rise everyday now. Immigrants has begun to premaster English as their second language. Racial Diversity has been a big issue when it comes to most like; hiring and promoting people of color. Some individuals have had to deal with not being hired because of their race or due to the way they look. On the other hand, some have had

Diversity and demographics at your job determine how the business will run. The main purpose of this paper is to

Although employers generally feel justified in denying immigrants employment based on the needs of their businesses, immigrants have regularly filed discriminating lawsuits against these companies since the 1980’s under Title VII of the Civil Rights Act of 1964, which protects immigrants from being discriminated against based on their national origin (Texas Law Review, 20xx, p. 1496). Title VII has been used to litigate against employers who institute English-only rules as non-native English immigrants equate this to national origin discrimination (Texas Law review, 20XX, p. 1496). It seems that under the civil rights act of 1964, these individuals would have a legitimate claim of discrimination but despite the strong links, courts rarely rule in favor of the plaintiffs in these cases. The courts find that there is not significant harm caused to the plaintiff or sufficient business reasons were laid forth by the employer as reasons to justify its decision (Texas Law Review, 20xx, p. 1496)

My school, unfortunately misses the mark in terms of establishing a learning environment that children of every gender, race, and ethnicity can identify with. Posted bulletin boards and other printed material do not represent the large group of diverse students in our school. While my school struggles with meeting the criteria for being diverse and gender friendly, our school library is far from missing the mark. Shelves are full of books that focus on multiple races, cultures, and ethnicities. My school could improve in this area by making the school more culture and ethnic friendly for example, bulletin boards should display different races and genders, posters should be translated into multiple languages, and the overall learning environment

Diversity and inclusion are strategic priorities for the Y. Our commitment to them helps ensure that all segments of society have an opportunity to learn, grow, and thrive. This commitment is not without its challenges, but few organizations are better equipped to address these challenges. At the Y, we believe that, in a diverse world, we are stronger when we are inclusive and our doors are open to all. We know that the more people we welcome, the more vital, sustainable, and impactful we are as an organization.

According to Betancourt, Green, Carrillo & Ananeh-Firempong (2003) cultural competence refers to understanding the importance of social and cultural influences that a minority group may have as an inherent trait. The authors also affirmed that a cultural competent system acknowledges, integrates and incorporates the relevance of culture, evaluation of cross-cultural relations, , and adaptation of services to meet culturally unique needs(pg.294).

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)

It is imperative for educators to critically examine their own, beliefs and attitudes related to difference and diversity because an educator needs to be able to understand his own values before he/she can begin to understand those of other people. According to Learner Guide Module 3.1, our beliefs, values and attitudes are what we use to make sense of the world around us. (Reflect on own cultural identity and biases, 2016). Additionally, our values, beliefs and attitudes are created based on experiences that have happened to us. Acknowledging these experiences and then accepting that others have had different experiences is an essential aspect of understanding diversity and differences.

Mentoring Programs/Sponsorship: mentoring is when an experienced person provides career guidance and support to someone with less experience, and sponsorship involves adding an advocacy component to the mentoring relationship. Affinity Groups/Employee Resource Groups (ERGs): affinity groups are communities within a corporation that are organized around employees’ similar circumstances and goals, and Employee Resource Groups (EGRs), similar to affinity groups, are also tied more closely to the mission of the organization and utilizing diverse employees as a business resource. Diversity Training: are programs tied to an organization’s strategy and are part of an integrated diversity program. Supplier Diversity Programs: this programs encourage and support the growth of businesses owned by women, minorities and disabled veterans. Corporate Social Responsibility and Philanthropy: a significant number of organizations target their charitable giving and /or employee volunteer programs to diverse

The research is concerning Organizational Behavior which includes unusual types of Organizations with dissimilar types of public behaviors. Among that Demographic Diversity and Cultural Diversity of an Organization is extremely significant to turn into a triumphant organization or company in the marketplace Especially the Demographic and Cultural Diversity show the in good physical shape relationship with all kinds of Employees in special positions like Managers, Accountants, and Engineers etc. exclusive of any intolerance among them similar to age, gender, race, religion, and physical abilities. Understanding how these personality figure Organizational behavior is significant.

I was raised up believing that t everybody is equal. Unfortunately, I was not told how society treated Afro-Americans. Bobo, (2003) relates the questioning of racism after the civil rights movement still having the potential to strip away all gathered information and political privilege Afro-Americans might enjoy. This kept most families leaving the issue of racism to be taught by the teachers. Unfortunately, my parents were one of them.

After reading the ethnic and racial differences chapter, what stood out for me was how much ethnicity and culture could negatively affect a student’s academic life. It is important to treat those of different ethnicities, races and cultures the same as you would treat anyone else, including yourself.