Diversity In The Workplace

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).

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..

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

The target of this research is to explore the diversity strategies of the U.S. Department of Veterans Affairs ' (VA) with the objective of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which introduces an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the ODI installation of the VA diversity plan. This leads to the second exploration section, which outlines specific focus areas of the VA diversity plan as defined in the Standard University Publication: Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis along with recommendations for

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 has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

beyond "hitting the numbers" or compliance. It includes a wide range of activities designed to

I am very happy witht the progress that Vicky has made in her job so far. She has been with the Bureau about 8 months and she has become invaluable to us. She understands the division and bureau vision and direction. She is a real team player who actively participates in bureau meetings and activities such as coming up with a vision and mission statement for the PPI bureau.

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.

With both parents in the Navy, I was surrounded by a diverse, ever-changing populace for the majority of my life while we lived in Virginia Beach. My friends, classmates, and fellow city residents consisted of a myriad of different ethnicities, religions, and backgrounds. Being raised in such a diverse culture helped me foster an open mind and respect everyone. Additionally, growing up in a dual-military family I endured multiple moves and being separated from one of my parents for long periods of time. While troublesome, I feel this gave me a unique advantage. I have become self-reliant and I am more apt to take initiative than many of my peers. Furthermore, I learned to quickly adapt to my surroundings. My upbringing has overall led to me

An increasing number of companies are realising the benefits of having a diverse workforce and as a result are incorporating equality and diversity objectives in their business strategies.

Finally, in Deloitte report while reviewing key Human Resource statistics diversity and inclusion was consistently reported as as the least important issue and amount the fortune 1000 a full one- fifth respondents indicated that their organization very informal diversity efforts with no structure at all, with 41% of study respondents specifying the underlying reason being that they’re “too busy”. (Rezvani). Whereas, today more and more Ceo’s are restructuring and beginning to show more inclusion and put forth more effort in the importance of diversity.

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)

As companies become more diverse in the work field employees are getting harder to manage and understand. One issue in the global market today is workplace diversity. Workplace diversity is defined as all characteristics and experiences that defined each employee as individuals, but it can also be misunderstood as discrimination against employees. Diversity can include race, ethnicity, sex, religion, disability and sexual orientation discrimination. One reason why workplace diversity is important is because when you respect your employees productivity rate rises and many companies do not know that. A diverse workplace targets to create an inclusive culture that values and uses the talents of all employees.

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