Diversity Management And Its Impact On The World

Diversity must be created and maintained with in organizations. The purpose of this paper is to examine the impacts of diversity onto an organization in addition to explaining the legally mandated and stakeholder driven explanations for mandatory diversity.

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.

It is very important for leaders and managers to embrace a diverse workforce. Because diversity could possibly add influence to the market share, and could widen the talent in the recruitment process for the organization. In addition, the organizations could benefit from the various perspectives and experiences; for example, different races, gender, and age groups within the workforce. However, a diverse workforce might also be challenging; for instance, leaders and managers may spend too much time in promoting

n Karataş-Özkan, M., In Nicolopoulou, K., & In Özbilgin, M. (2014). Corporate social responsibility and human resource management: A diversity perspective.

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

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

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

Diversity. What this means is being different from someone else in some type of way. I believe, this to have a positive effect in the world.

Advancements in technology allowed companies to become globalized and have a further reach than in the years before. As companies expand on a global scale, it has become increasingly important to take into account different viewpoints from individuals all over the world. As companies became globalized, diversity is becoming a term that comes up frequently when discussing the management of companies. Businesses (especially global and national businesses) are moving away from a workforce that is primarily white and male, and moving towards a more inclusive environment of workers that includes different genders, as well as people from various racial and socioeconomic backgrounds. Not only is diversity an important moral issue, it is critical to think about when discussing the success of businesses.

This article introduces diversity in the classroom. A kindergarten teacher explains how she lives in a small rural town in the South and her students are all from Caucasian families. The teacher is introduced to a new student at the age of 5 years old who's family are from Columbia. Eban does not speak any English and the teacher and students speak no Spanish Eban is afraid and feels alone and the teacher expresses the same emotion. Eban is brought to school to next day and his father mentions that he may just need a friend to help him get comfortable. The teacher places Eban beside a little boy name Yon Kim who was very kind and compassionate to Eban. The article introduces Yon Kim's background, He was found in the dumpster by his adopted

In this paper we are going to take a look at eight companies that have received special awards for their efforts at diversity management. We will look at how each company approached diversity management. The eight companies I have chosen are: MasterCard, AT&T, Procter & Gamble, Wells Fargo, The Walt Disney Comp., Northrop Grumman, Time Warner and Verizon Communications.

Traditionally, companies have been relying on managing diversity and inclusion through the focus on targeted recruitment, education and

population. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages (SHRM, 1995). Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is an invaluable competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity (Black Enterprise, 2001).

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.

Diversity in workforce “include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience”(Thomas 1992). Diversity in the workforce is initially perceived as a response toward the increasing diversity of the consumers in the market (Agocs & Burr, 1996). From there, it has been observed that capitalizing on existing differences among the employees provide benefits to the organization. Diversity in workforce fosters and encourages