Conclusion
Future trends for a diverse society will become more evident. As a result, the workforce and to a greater extent, the marketplace must increase diversity. Globalization of corporations begat a global economy increasing the marketplace, and enlarging a diverse workforce. The reality is diversity will become less of a social issue and more of a business concern linked to competitive strategies. Upper management will become more involved in diversity issues because diverse workforce needs to be better utilized in order to remain competitive. Diversity training will be integrated into other types of training. Corporations will continue to explore demographic changes in our society and link them more closely to global changes.
It might impact because more immigrant households are enrolling in early childhood programs. According to Edweek.org(2014) the enrollment has increased in certain regions to include the west and south regions. Latinos were one of the races that were in high attendance in those school districts. Changing demographics can impact the center due to teachers not adequately prepared to teach children from cultural and linguistic background. This impact would force centers to have teachers training programs to prepare teachers for a more diverse center. Eric.ed.gov(2014) discusses that teachers will need to modify or change their teaching practices to now fit a changing demographic to specifically meet the needs of their students.
Throughout the book The Loudest Duck by Laura A. Liswood, we learn about what it means to be truly diverse and how to obtain this diversity. The book gives many examples of how and why it is important for companies to be diverse. Through this paper I will be outlining the main points the other made and share some of the lessons I feel are important.
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
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.
Regardless of how diversity is defined, it is an issue that is sweeping the nation. By the 21st century, racial and ethnic minorities will constitute 25% of the U.S. population, affecting the makeup of the U.S. labor force (7). By the year 2000, women will constitute 47% of the total workforce and the average age of the workforce is expected to increase from 36 in 1986 to age 39 (7). If the corporate society does not address the issue by learning how to manage diversity, they will fail.
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.
The marketplace is more global driven by advances in communication and technology. For many organizations, managing diversity at the work place is an integral part of their culture. Management of diversity makes every employee sensitive to the needs and differences of others.
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 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)
Globalization has transformed society and has had its impact on diversity from the president of the free world, Barack Obama, changing the look of leadership from a middle aged white male to anyone can be president of the United States. Since the world has become intergrated, every business must embrace diversity in the workforce because it represents their customers and suppliers. “A diverse body of
In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are
As we enter the new phase of modern labor, diversity in the workforce is rapidly increasing. This wave of multiculturalism is here to stay and cannot be ignored by the present workers or students that are preparing to take charge of the future workforce. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the world.
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
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.
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