Diversity And Diversity Management Paper

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

When companies hire diverse employees from different cultures they are making their company stronger and more marketable. Whether a company is just starting out or been in business for while they need to realize that diversity needs to be part of their business plan going forward. The global marketplace is built upon many different cultures from all around the world. Companies today need to be able to interact with each other in order to increase sales and promote their products to clients globally as well.

Diversity is an essential aspect when it comes to productivity in a workplace. Having multiple types of people with an assortment of different backgrounds can be very rewarding when coming up with ideas and reasoning business plans. In order to be successful you must be able to look at things from many different perspectives and understand how each decision effects different individuals. Having an assorted group of people on a team can provide inside advice from many different socioeconomic, cultural, and racial perceptions of how things are and how they think they should be. Not only will this make your business more successful, it will also open your mind to new traditions and cultures that you have never been exposed to. Diversity is what makes America great and is the foundation of our changing world.

Diversity in the organization can affect the employees and their behavior in many ways. The effect can be positive and negative in the same time. The positive effect is, it will wider employee knowledge, skills, and attitude which will allow the organization to become more competitive globally. Higher diversity of employees mean higher diversity of knowledge, skills and abilities. Sharing experience inspires innovative thinking (Claudia Quaiser-Pohls, 2013, p. 41). Today in the modern workplace, most organizations will have

As an owner of a growing automotive shop you are one day visited by a man named Jeff. Jeff runs his own lawn company and for his job he has 10 trucks, he was wondering if you would be willing to work on them for him. You show him around your shop and introduces him to your team. You have Chuck, Chuck has been with your shop for 22 years and he is a hard worker. You also have Sarah, Sarah has been with the shop for seven years and like chuck she’s a hard worker, also your last employee is Jake. Jake has been with the company for about two years he comes in after school and on the weekends. As you and Jeff sit down to discusses the opportune on how you can get the job. Jeff likes your place but he doesn’t like your workers because chuck is Muslim descent, Sarah is a female and Jake is too young. You now have a couple of options to get the contract. One, hire a third employee to

Here at XYZ Industries Inc. we believe in diversity and we want to celebrate the nature of our diversity. Because we are a company filled with great employees from different beliefs, race, color, and sexual orientation; starting this year the office will no longer host an annual Christmas Party. We will instead host a Winter Celebration. In an effort to be more accepting of individuals from all cultures and beliefs, we will no longer partake in activities affiliated solely with Christmas such as Secret Santa,

Organizations must stop visualizing diversity as an issue and start seeing it as a benefit for the organization. There are several reasons why a diverse workforce will add value to a company. Most businesses, either large or small, work on a global scale; the information age has brought the entire world a lot closer. Having associates that can deal with different cultures around the world is crucial to an expanding business. A diverse workforce will help to build more rounded individuals with experience they will gain from a mixed environment. Customers will benefit from the diverse workforce because a company that makes a choice to be open and flexible with its associates will more than likely be easy to work with in a business relationship. Probably the most important aspect of having a diverse workforce is the vast knowledge gained by pooling the different life lessons, cultures and experience together thereby allowing everyone the chance to learn new and different business practices (Sappal, Pepi, 2002).

The concept of diversity has broadened in scope in the recent past, evolving from the concept of mandated quotas and affirmative action, to the reality of a diverse workforce being capable of providing quantifiable business value. A variety of external factors have influenced the conceptual evolution of diversity within the workplace. For example, globalization of markets has provided the concept of diversity with an opportunity to demonstrate a clear competitive advantage. A native understanding of the cultural values, norms and business practices of a foreign market can give an organization a clear advantage over their competition. Another area where diversity offers advantages is in the

When one speak of the word diversity, odds are the first thing that comes to mind is either race or gender, when in fact it is a whole lot more that can be considered and not just race alone. It can be diverse ideas, diverse training, diverse cultural, diverse academic abilities, and diverse skills. Diversity Management is the practice of recognizing and supporting multiple lifestyles and personal characteristics within a group of people. In today’s workplace diversity is not a norm but also an encouraged workplace makeup from employees, shareholders, government, and employers. Diversity

Managing diversity’ refers to a range of management and leadership practices that aim to value diversity in the workforce and help an organisation be more successful. This book provides an introduction to the theory and practice of managing diversity (and Equal Employment Opportunities or EEO). The book covers topics such as: the role of historical struggles in the development of managing diversity practice today, demographic and social change; theoretical debates; discussion of each of the main groups that managing diversity programs often focus on like gender, ethnicity and religion, people with disabilities, and mature workers; and practical tools for implementing valuing diversity initiatives. The book has been written by a very experienced

As companies are becoming more and more diverse it 's becoming more and more important for companies to understand and manage it. The people of different background, races, religion creates diverse workforce. There is an importance of having diverse workforce to provide better performance. There are perspectives of managing the diverse workforce, which require organization leaders and managers of being responsible of attaining better diverse workforce.

What is diversity and how do companies today utilize it in their culture? Diversity is being able to access and use a variety of tools and sources, including people. Three major companies that use diversity in their culture are; Kraft Food, Kellogg, and Procter & Gamble. All three of these companies recognize that their most important asset is their human capital. They understand that in order to save the company money every year they need to keep the turnover rate low and invest in the employees that they already have. From mentoring to talent development all three offer different training programs to all of their employees. These companies also see potential in hiring from labor pools that other companies pass up.

Workforce Diversity defines the visible or invisible differences among employees of an organization and could be divided in to three major components such as Primary, Secondary and Organizational and Community. Factors such as Age, Gender, Sexual Orientation, Ethnicity represents Primary while Appearance, Educational Background, Marital Status, Work experience represents Secondary and Job position, Specialization, Nationality, Life stage represents Organizational and Community. In recent years, organizations spend more in diversity management as most of the organizations consist with employees from different backgrounds. Further, diversity in an organization is a significant factor that may affect the performance of an organization positively or negatively. For example, it can create innovation, empowerment, information sharing, and productivity when well managed and can cause discrimination, power play, miscommunication and control when managed poorly.

Diversity is a wider concept than just ethnicity, race and gender. Other unique characteristics such as age, culture, style, education, religious beliefs, and sexual orientation also contribute to diversity. Promoting workforce diversity is difficult for organizations especially the larger ones. If conflicts can be controlled performance and productivity may be increased. There are also many advantages to diversity especially in the workplace. We can all gain if we learn how to accept and

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.