Diversity Challenges

Diversity in our nation and workforce continues to increase each year. People with different backgrounds, degrees, and experiences are coming together to build strong teams, oriented around creativity, innovation, and productivity (Kerby, 2012). A greater emphasis is being placed on acceptance within diverse workforces. “Diversity represents all the ways in which people are unlike and alike— the differences and similarities in age, gender, race, religion, ethnicity, sexual orientation, capabilities, and socioeconomic background” (Williams, 357). Understanding these differences are the key to creating a strong company culture. Within an organization, diversity should be seen as a positive—where each individual’s experiences and talents can better

The basic concept for diversity is rapidly developing. It is no longer just about creating heterogeneous workforces, but now it is also about using that workforce to create the innovative products, services and business practices that can give a company a competitive advantage in the market. And on a global scale, as companies compete, diversity and inclusion have to frequently shift, as different markets and different cultures have varied definitions of what diversity means.

Organizations in every size are realizing the value of creating a plan to increase and manage diversity within their companies. The steps in developing this plan can include; assessing needs,

The organization should assign this work to a senior manager. The organization should link concerns for diversity to human resource management decisions around recruitment, selection, placement, succession planning, performance management, and rewards.

To resolve the issue of diversity and the issue occur because of that, healthcare providers need to be alert about it. Every group and human being have their own view about how he/she believe, how they react in a certain situation and how they want to treat their self. Even from the same group or from same language people they have a different style of communication. Man and women have their own way to see their job satisfaction and promotion. In every cultural group, there is some own way they work with like some Muslim women don't dare for breast care screening or other medical care if it is not feeling comfortable for them. There are some cultures where they are not allowable to be in front of stranger man. Some styles of different culture

Different organizations approach the management of diversity from several perspectives. For the success of diversity, the most crucial component is seeing it as a commitment throughout the organization

Diversity is an issue we have discussed, it has triggered different types of problems in an organization. In recent years the topic of diversity has become a vital strategy towards improving acceptance of individual differences in an organization. Companies that expand their business to a global market face diversity in a higher intensity than those companies that only do business in their own countries.

Diversity in an important aspect in the work place since the world is changing and organizations are forced to evolve with changing times. Diversity in the workplace entails bringing together different people from various backgrounds, education levels, point of views, and ways of thinking. This kind of diversity promotes innovation and is a major contributor to the cultural identity of successful organizations. Global demographic trends coupled with social cultural shifts have brought about increased pressure on organizations to embrace diversity, especially in U.S. As stated by McInnes (1999), “more and more organizations are embracing policies and practices to value diversity in their work forces as a way to increase competitiveness, build talent, expand organizational capabilities, and enhance access to diverse customers.” Diversity becomes an important strategy in an organization only when it is intentionally promoted and encouraged. When we allow diversity to become a vital factor in decision-making and planning, it becomes a powerful business strategy because it allows room for discussion and expression of ideas from various demographics and backgrounds. If truly embraced and cultivated, diversity can be a strategic advantage that moves an organization to higher levels.

Managing organizational diversity is the most critical leadership issue facing organizations today. According to Daft, “The growing diversity within organizations brings vitality and many benefits but also brings a variety of challenges, such as maintaining a strong corporate culture while supporting diversity, balancing work and family concerns, and coping with the conflict brought about by varying cultural styles” (Daft, 2013). The United States is becoming more diverse every day. Leadership is now having to deal with issues that were not has prevalent in the past because of workforce diversity, globalization, and technological advancements. An organization that embraces this change and creates diversity management plans will stand out from its competitors. Having employees from various backgrounds lays the foundation for productivity, creativity, and innovation.

In today’s global marketplace, managers are told that diversity should be valued in order to achieve the

The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an

Organizational success is increasingly becoming dependent on an organization’s ability to embrace a diverse workforce (Simmons et al., 2011). There exists more variety in the modern workforce than in previous years (Christian et al., 2006). This is largely due to the demographic factors like immigration and economic factors like globalization (Christian et al., 2006). The increase of globalization requires more interaction among people from different cultures, beliefs and background than ever before (Gupta, 2013). Workforce diversity is widely taken into consideration by many organizations since it is considered to enhance decision-making and create a competitive advantage (Gupta, 2013). Diversity management has therefore

As the product or service diversity of an organisation grows they face two vital qestions.

Workforce diversity is a key element of OB and should be a priority of effective leaders and managers because "Diversity is emerging as one of the most serious issues in the workplace today, yet most employers are not prepared to deal with it" (Copeland, 2003, Erroneous

Regardless of where a company is located there is always some kind of diversity and management must know how to adjust to the different types within their offices. Intracorp’s new management team has done it’s best to value the diversity within the office. The previous team ignored the diversity which lead to discrimination suits filed by angry employees who’s complaints where ignored. Organizations must know that “diversity has gone from being a moral and /or legal issue into a business necessity” (Diversity, 2000).