Diversity's Impact on Organizations

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..

Workplace diversity is when there is diverse culture of individuals in the workplace. It is when there is a value placed on the variety of ideas, race, ethnicities, religion, gender, sexuality and orientation, which is flourishing in an environment. Depending on your employer and workplace, workplace diversity can vary based off several different factors. Usually, there is a preferential standpoint taken on the matter and it can be either display a high or a low context culture of diversity. According to Mason (2013) Workforce diversity has been described as “a double-edged sword; it has the potential for positive and negative outcomes” (p.659). Workplace diversity is important in a business setting because it carries forward a combination of different types of people to work together in unity, encourages uniqueness, innovative, creative approaches, and supports interesting divergent ideas to accomplish tasks or goals.

Workplace diversity refers to the variety of differences between people in an organisation. Diversity encompasses acceptance and respect. It is an understanding that each individual is unique, and a recognition of our individual differences. These differences can include ethnicity, gender, sexual orientation, age, physical abilities, family status, religious beliefs, perspective, experience, or other ideologies.

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.

“Rarely is the question asked, is our children learning?” When George W. Bush spoke those words amongst a crowd of people in Florence, South Carolina several years ago, he probably had no idea that it would one day be put on a list called The top 25 Bushisms of all time -- and it wouldn’t even be #1. As a politician, no matter how inconsequential your position may seem, you are constantly under a microscope being looked at by your peers, your employers, and the media. Everything you say or do will have an outcome on your career, no matter how unrelated to your field it may be, or how secret you try to keep it. It is for reasons such as this that one must always be aware of their words and actions. To survive under the scrutiny of others, a

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

According to the University of Oregon (1999), diversity encompasses acceptance and respect. Diversity is needed in all businesses and organizations. The reason diversity is needed is because different perspectives are needed to look at all the issues in an organization. Diversity gives a fresh look at problem solving and this is where creativity happens. In order for diversity to thrive it needs an atmosphere of acceptance and respect. This paper will look at four definitions of diversity and its audiences from: Society for Human Resource Management (SHRM), University of Edinburgh, Havering London Borough Government, and Wal-Mart. This paper will also describe the author of this paper’s view on diversity and compare and contrast this definition

1.The traditional change model consist of three steps: unfreezing, that is, recognizing the need for change because of some event or threat, the actual change actions and refreezing, that is, incorporating new ways of operating, and thinking into the everyday operations of the organization. Apply this model to the situation at the Coca-Cola Company at the point when the lawsuit was served in 1999.

God has challenged me to include the excluded by watching and help take care of my disabled nephew for many years Danny was deaf and had many health issues and I was his caregiver while his parents worked. In addition, people use to pick on him in school, on the bus, and in the neighborhood, however, my children were taught to stick up for Danny and because of that the kids starting including him instead of excluding him in activities.

Diversity in the workplace, in terms of gender, race, and other factors, is helpful, necessary, and even profitable, as shown by the four, black female engineers who accepted an award for the tech company Slack for TechCrunch’s “fastest rising startup.” No person’s physical identity should affect whether they get hired or not by an organization or business. In terms of getting hired, a person’s gender or race should not matter, as long as he or she has the right skills and tools for the job. In terms of running a company and hiring a position of power, however, I do not believe that diversity should be the main hiring factor. I believe the most qualified individual should get the job, regardless to if the company has met its diversity quota.

Today, due to the different demographics, and the increase of women, and minority joining the workforce also with the immigration. More organizations recognize diversity in a workplace. For example, for continuous improvement, the organizations recruit diverse group as individuals some with innovative minds. I understand that employers open to diversity allow employees to be flexible and favorable to innovation. Again, a diverse environment brings different skills, talent and culture that can profit business. For instance, an employee that can connect with customers from various background and culture brings business opportunity. Furthermore, an organization that values diversity and utilizes it has an edge to compete and positions itself in the marketplace (Rice, n.d.).

The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

Dissimilarities among people due to differences in characteristics can erode companies. Firstly, unequal opportunities and unfair treatment to one race or sect are immoral can prove illegal. More so, however, diversity can help an organization maintain competitive advantage by utilizing a wider range of creative ideas. Nevertheless,

Diversity is many things; a bridge between organizational life and the reality of people’s lives, building corporate capability, the framework for interrelationships between people, a learning exchange, and a strategic lens on the world” (para. 3). The long-term success of any business calls for a diverse body of talent that can bring fresh ideas, perspectives and views to their work. The challenge that diversity poses, therefore, is enabling some managers to capitalize on the mixture of genders, cultural backgrounds, ages and lifestyles to respond to business opportunities more rapidly and creatively. According to Helium” A benefit of a diverse workforce is the ability to tap into the many talents which employees from different backgrounds, perspectives, abilities and disabilities bring to the workplace” (para. 5). An impressive example of this is found at the BMC HealthNet Plan because of different languages necessary to serve their members fairly. Diversity of their workforce helps them reduce cost by not using the language line too often. Their own employees serve as interpreters to provide better customer services to their diverse populations.

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