Diversity Reflection Paper

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).

Some say love is blind. I would like to disagree. When a person falls in love with another surely, they are aware of that individuals many characteristics such as gender, race, and age. And I believe it’s those very differences which attracted people to one another. This belief of mine made the concept of Diversity Awareness very interesting to me. Within this paper, I will describe and explain why I found the Diversity Awareness concept most important to me, the implications of not applying the concept, the actions I will take to apply the concept, and the impact this new insight will have on my supervisors, peers, and subordinates.

Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation.

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..

How do people behave? What makes us act the way we do? There are as many different answers as there are people. Each person is a unique makeup of individual characteristics which blend together to form the personality, the behavior of the person. We can identify certain broad characteristics of groups of people and apply them to individuals to get an idea of how they will behave in a given situation. This is called stereotyping and, when taken too far, will give a distorted picture of what to expect of a persons behavior. While you can never get a fully accurate picture of how someone will behave based on their demographics and characteristics, you can make certain general guesses that will point

Behavior is best defined as the unique behaviors, emotions and thought processes of an individual including the way that he or she interacts with others. While much of behavior may be thought to be innate, there are also external factors that can impact an individual's behavior. These factors have diversity and demographic characteristics; four of these factors will be discussed in this paper and the impact each has on individuals will be shown. Religion, personality traits, age and gender are thought to have the greatest impacts and therefore providing the best opportunity for discussion.

An organizations success depends on it workforce. A talented and diverse workforce lends the most opportunities for success within the organization. A diverse workforce will also impact the organizations individual human behavior. Human behavior is the collection of activities by human beings and culture, emotions, ethnicity, gender, age, socioeconomic status, sexual orientation, religion, occupation, skills and abilities, personality traits, and values. This paper will discuss the impact that race and ethnicity, age, gender, and sexual orientation have on an individual's behavior.

indeed, I enjoyed taking the interactive quiz. The women of this country should be very grateful for the 1970s which greatly amplify measures designed to increase their realms in the patriarchal social system. The only thing that surprised me is the fact that pregnant women were not able to work in the country.

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Diversity is defined as “the condition of having or being composed of differencing elements” (Webster Dictionary). Through my clinical experiences I have seen a lot of diversity whether it be different ethnicity, the family culture/make-up or students living with disabilities in the classrooms. Specifically, in my urban clinicals I saw more ethnicity and culture diversity differences between student to student and student to teacher relationships. However, in my suburban school clinical experiences I also saw diversity, but in a different way. Here I saw much more diversity in family make-up.

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)

I attended the event Diversity Matters sponsored by the Access and Diversity Center. The speaker was Dr. Brenda Allen. I enjoyed both the delivery and content of her presentation. Dr. Allen’s purpose was to explain the reasons diversity matters in higher education. In addition to the specific purpose of her speech, she shared resources and personal experiences as examples of the principles being applied in the real world. She established her credibility by citing her experience and positions. This also helped us understand the depth of her knowledge in the field of diversity in a university setting. I noticed she navigated the crowd and made lots of eye contact. This affected me because I felt her confidence conveyed as she moved while transitioning through points in the speech and looked directly at professors when a point was made concerning them and did a similar thing with the students in the room when she was addressing us.

However, I am finding that the answer to this question varies and depends on whom you ask. The other issue that is often researched but falls short is how does an organization that is proclaiming diversity is the best thing that has ever happened to them accomplish this success when so many are struggling with complaints of inequality in workplace diversity. The area that is the most overlooked regarding workplace diversity is the value diversity can bring to an organization if handled correctly. In my (humble) opinion, this would require management to be well trained in cultural sensitivity and leadership development to provide a better chance at managing a diverse environment (Lussier & Achua, 2015) where the people can learn from one another differences to benefit themselves and the organization. Management in an organization is also a culture and a system of values and beliefs. Management may well be considered the bridge between a civilization, which is rapidly becoming worldwide, and a culture, which expresses divergent traditions, values, beliefs, and heritages. Management must become the instrument through which cultural diversity can be made to serve the common purposes of mankind (Drucker, 1969, p.

The world’s increasing globalization requires more interaction among people from a wide variety of cultures, values and backgrounds. People no longer live and work in a one-dimensional marketplace- they are living in a highly complex and competitive environment that has growing demands of innovation in order to perform successfully amongst other industries. Business and organizations need to respond to this new diverse landscape, and the best corporations increasingly align with it. A strong diversity initiative and inclusion in an organization is crucial in remaining competitive in the current business world. Diversity is in the workplace is claimed to foster and spark creativity and innovation in employees. On the other hand, it is perceived to increase conflict and communication in an organization. Thus, in theory, diversity is allegedly advantageous to worker productivity, though counterproductive in work-group processes and dynamics. However, there is a lack of validity and reliability in the empirical research conducted to support this assumption.

First, understanding the meaning of diversity will be helpful before getting into the reasons of its importance in today’s organizational behavior. According to Williams (2013), “Diversity is a variety of demographic, cultural, and personal differences among an organization’s employees and customers.” (p. 487). Examining current trends, diversity is strategically utilized by organizations to take advantage of its benefits through acceptance while promoting its positive impact. It is known to the leaders and hiring managers that understanding diversity creates paths leading to success such as