Diversity, Diversity And Inclusion Are Key Components For Organizational Success

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

The most prominent change in the workforce affecting human resources at St. Anthony’s is the rise of a multi generational workforce. Providing different human resource needs for various employees is an evolving challenge. Being aware of different workplace standards between generations is taken into consideration to reduce “pain points” (Calvert, 2015). In the interview, Judie grouped Generation X and Millennials into the same group, and focused primarily on the differences between Baby Boomers and Gen X/Millennials. She described the Baby Boomers as

The current generations in the workplace today are Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings their own values and mindsets to the mix. Although genetics play a part in a person’s characteristics, the generation in which someone is born into also plays an integral part in shaping their mind, values, goals, and work ethics. People from the same generation share similar experiences, and this can influence how they think politically and socially.

The most prominent change in the workforce affecting human resources is the rise of a multi generational workforce. Providing different human resource needs to various employees is an emerging challenge for Judie. Being aware of different workplace standards between these generations is taken into consideration to reduce “pain points” (Calvert, 2015). In the interview, she grouped Generation X and Millennials into the same group, and focused primarily on the differences between Baby Boomers and Gen X/Millennials. She described the Baby Boomers as skilled in their jobs and maintaining the implicit

Diversity and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.

Although today's family have changed, the workplace has not-and the resulting one-size-fits-all workplace has become profoundly mismatched to the needs of an increasingly diverse and varied workforce (Christensen & Schneider, 2010). Blending the ages in the workplace has its preferences and its challenges, as every era has its own particular qualities, and abilities they convey to the work environment. Generational contrasts, influences how individuals convey, with various

There are many challenges facing managers and leaders in current workforce. The variety of cultures, races and generations in today’s environment is making work harder. “Managing will also get even more difficult because of globalization, multi-generational workforce, dependency on technology, unethical behaviors and practices.” (Kaifi,2013,pg.217). In this paper I will talk about the three generations that we have had over the past sixty years – the Baby Boomer Generation, Generation X and the current Generation Y, known as Millennials. This rich mix of generations in the workforce can be attributed primarily to labor shortages experienced in many industries and the rising average age of retirement.

The article “Generations: Boomers and Echos and Nexters – Oh My!” written by Harriet Hankin deals with generational diversity in the workplace. The main focus of the article is the differences of several generations of workers currently trying to thrive, or at least survive, together in today’s workforce. She discusses the different characteristics of each generation,

The Society for Human Resource Management article discusses the challenge many companies face of finding qualified workers and the importance of engaging and retaining mature workers to help meet that challenge. A recent Gallup poll found that Traditionalists and Baby Boomers are actually more engaged while at work than their younger counter-parts Gen x and Gen Y (Gallup, 2013). While their engagement percentage is higher, we shouldn’t get too encouraged by that; it is still a shockingly low number: 42% of Traditionalists and 32% of Baby Boomers (Gallup, 2013). That means the remaining 58% and 68% respectively could either decide to retire or could be adding more value.

Generational diversity has become an essential element of many diversity strategies. Companies are now managing a broader range of employees’ work needs and experiences as well as career development choices. For example, while younger generations are climbing the corporate ladder and entering the workforce expecting fast-paced, highly inclusive workplaces that offer customizable careers, retirement-eligible employees are delaying their retirement plans. By the same token, professional development resources that were once relegated to entry-level and new employees have become a necessity for workers at all levels. This broadening of employees’ needs coupled with the increased responsiveness on the part of many organizations, benefits gender diversity by helping change the norms and expectations about the

“The number of employees over the age of 55 has increased by 30 percent; however, the number of 25- to 54-year-olds has only increased by 1 percent” (Claire, 2009). In 2008 the eldest of the 77 million baby-boomers turned 62. Estimates are that by the end of the decade about 40 percent of the work force will be eligible to retire. As people begin to reach the age of retirement there may be not be enough new employees to fill the gap (Clare, 2009). Companies need to find ways to attract Boomers and Millennials. Companies that want to attract Boomers and Millennials need to be creative in their culture, HR policies and work environments.

Can businesses today work without having a diverse workforce? Can job performance in teams be equally high with homogenous teams rather than diverse ones? How does diversity need to be managed so a manager can get the most out of their teams? These are just some of the questions todays leaders and managers are faced with in making their daily business decisions. Since the start of globalisation and rapid migration across countries in the last 100 years todays businesses are more diverse than ever before. But what does diversity in the workplace mean? One definition of diversity is defined as differences in relating to gender, ethnicity, age, religion, sexual orientation or physical

An organization’s success and competitiveness depends upon its ability to embrace diversity within the workplace. The world 's expanding globalization requires more cooperation among individuals from differing societies, convictions, and foundations than any time in recent memory. Individuals do not live and work in an isolated place. They are currently a portion of an overall economy with rivalry originating from about each landmass. Consequently, benefit and non-benefit associations need diversified qualities to end up more imaginative and open to change. Managements are focused on gathering of people on the grounds that they have to perceive the routes in which the working environment is evolving, developing, and broadening. Since overseeing different qualities remains a noteworthy hierarchical test, managements must take in the administrative abilities required in a multicultural workplace.

The term “diversity” usually refers to individual characteristics such as gender, ethnicity, culture, age but as time has advanced, it is now also known to defer between those of sexual orientation and physical or mental abilities. Through time, not only the notion of diversity has become more broad but it has also been more focused on. Due to its ability to provide benefits such as improved morale, contrasting perceptions and strategies, enhanced teamwork and mutual understanding within the organisation, workforce diversity management has evolved to become an increasingly significant unit of human resource management in organisations. However, through each advantage there are challenges which may range from legal, moral to ethical.

Workplace diversity has become an important factor in the American marketplace. The demographic composition of many workplaces has become more diverse providing unique opportunities for individuals and organizations (Bond & Haynes, 2014, p. 183). As business leaders have recognized the need for more inclusive work environments, organizations have attempted to respond through development of workforce diversity management programs and placing greater emphasis of the value of diversity in the workplace. The following review of recent literature related to workplace diversity confirms a deliberate focus of organizations to attain a more inclusive work environment, develop approaches to improve a climate of inclusiveness, and concludes that initiatives are needed to evaluate the effectiveness of initiatives aimed to promote a diverse workforce.