Diversity Implications

Did the Age of Jim Crow ever end? Americans see “race” as a defined, indubitable feature of nature. Racism- the act of ascribing bone deep features to people to then humiliate, reduce, and destroy them- inevitably follows from this inalterable condition. White supremacist ideals, for instance, espouse unfounded ideas that revere the white man and scorn those of color, while also serving as a nonsensical justification for practices such as slavery, racial segregation, and Jim Crow. In “The Trouble with Diversity”, Walter Benn Michaels dismisses the concept and veracity behind race, as if it weren’t a societal issue worth addressing. To ignore the reality of race would be the equivalent of ignoring the plight and shared experiences of minority groups. “The Trouble with Diversity” insinuates that “diversity” is incompatible with the society we live in; this does not mean that people of color should have to encounter racial prejudices, whether in subtle or discernible ways.

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.

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

and potential are fully utilized (Caywood, C ., 1997). The Diversity Index is a proven tool for competitive advantage because it measures the effectiveness of their new diversity strategy concept of leveraging differences. In years past Allstate has viewed diversity as a legal obligation placing their focus more on affirmative action and diversity awareness. Today, however, they have a more successful and positive viewpoint; incorporating diversity into all aspects of their business processes to include decision making and product innovation. It is an integrated approach which incorporates diversity in the mainstream workforce by linking recruitment, development and retention strategies to business processes. The effectiveness of this strategy is measured twice a year using the Diversity Index Survey. The survey probes employees for answers to questions that measure the effectiveness of the organization’s diversity strategy. The employees’. The employees’ answers are analyzed and used to create action programs to resolve problems and

The purpose of the diversity audit project is to teach students how to analyze and measure diversity efforts of potential employers and as potential customers. In this globalizing world these skills are more important than ever. Many companies are making changes to diversify their employees and their customer base; this project is focused on investigating one company’s efforts. After this project students can expect to have gained a deeper knowledge of how to measure a company’s level of diversity and analyze its effects on both employees and customers.

My ride along I decided to do with Bakersfield Sheriff’s Department on Friday where it became later windy. Arriving at short briefing before their shift eleven to nine at night Dept. Santos agreed to do ride along. After he gave me brief tour of the facility search and rescue, training building, and property room. He worked at prison then became a sheriff for twenty-two years plans to later retire in next three or four years. The sheriff’s department recently received new cars and computers in them before he had a Crown Vic which he missed. Responding to calls getting out talking to Hotel owners for attendants with warrants. He told me which motels where child molesters on parole and people with mental illness live along union. His job he has to multitask with radio while driving and typing comments after visiting a call that was made. Most of the calls like elderly abuse, domestic disputes, and arm robberies were mostly

Growing up, my understanding of diversity came from watching television and reading books; from these sources, I deduced that diversity meant embracing people with a different skin color or culture from your own in order to realize that they are people just like everyone else. This narrow view of diversity came from the fact that I had little personal experience with diversity. I grew up in a small town, and everyone in my school was either Native American or white. There didn’t appear to be any discrimination based on this difference; any adversity that anyone faced was based on personality differences or family feuds. That all changed when I started college.

As our population becomes grows more ethnically and culturally diverse, companies struggle more and more with the subject of diversity in the workforce. The latest strategy is to leverage diversity as a competitive business strategy. This paper will evaluate Allstate Insurance Company’s goal setting process and how they have used diversity as a strategy leveraging differences in order to create a competitive advantage in today’s diversified market. It will also discuss Allstate’s competitive advantage with the development of the Diversity Index

Many organizations are beginning to view diversity as an organizational change. This could possibly mean changes in the power dynamics and organizational structure, the way decisions are made, and the way an

Are today's corporation’s diversity programs really successful? The idea of diversity going well past the traditional work environment and implanting diversity programs that allow a welcoming work environment. Diversity requires the acknowledgment of commitment that every employee is their own individual, not similarly as individuals from administrative assigned gatherings. Diversity calls for administration of associations to be extremely comprehensive enduring the individuals who are diverse as well as praising those distinctions. It requires the opening of non-conventional occupations to men and ladies of all ideologies, backgrounds, religions, races and ethnicity. University Hospital (UH) diversity and inclusion concepts creates a work

During the course of volunteering with various service organizations, I have been fortunate to observe diversity illustrated on several occasions. The majority of these service organizations assisted minority families, which afforded me the opportunity to observe and interact with several diverse cultures and try to understand the circumstances that befell them. These observations allowed me to reflect on my interpretation of diversity and thus define it for myself. Diversity for me means more than just the recognition of one’s uniqueness and our recognition of that uniqueness. It means treating everyone with respect and having the patience to understand the differences contained within each individual. These differences may be along racial, ethnic, gender, religious or cultural lines, to name a few, but they are differences nonetheless.

Most people today view diversity as a good thing because it gives people the chance to experience different things outside of what they are traditionally acquainted to. Diversity is all about being different and unique than others in your community. It gives us a chance to open our minds and put our attitudes aside to learn and think in a different perspective. Moreover, this could potentially lessen hostile feelings towards one another and instead empathize with each other. A few major characteristics of diversity are economic background, biology, ethnicity, education, political affiliation, language, race, religious belief, sexual orientation, and more. It’s hard to imagine life now without diversity because we would be experiencing conformity.

Diversity can affect groups in many ways when it comes to performance. If a diverse group cannot overcome their differences than the performance of the group will take a hit. When we look at diversity, some things that people may have to get over include these differences: age, gender, race and ethnicity, disabilities, tenure, religion, sexual orientation and gender identity, and intellectual and physical abilities. One of the effects of diversity on a group’s performance could be that of discrimination within the group leading to group members having conflicts or disengaging to the point of there being little to no productivity. An example would be that a lot of people think older employees are incapable of being as productive as their

Diversity will be outlined as individuals coming back along from completely different races, nationalities, religions and sexes to create a gaggle, organization or community. a various organization is one that values the distinction in individuals. it 's one that acknowledges that individuals with completely different backgrounds, skills, attitudes and experiences bring recent concepts and perceptions. various organizations encourage and harness these variations to create their services relevant and approachable. various organizations draw upon the widest potential vary of views and experiences thus it will hear and meet the ever-changing wants of its users. The encouragement of diversity edges society.

With the changing demographics of the U.S. workforce (Ng & Burke, 2005) and the need for organizations to continually innovate their products and services to remain competitive, embracing diversity and the benefits its brings is going to be key to driving a successful organization