Gender Diversity Case Study

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.

“The firm's management, hiring and diversity committees work closely together to create programs and policies that advance its diversity and inclusion

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..

DiversityInc is a prime source for best practices and solutions to workplace diversity related challenges. The sponsorship makes it possible to expand the recruiting efforts as well as demonstrate the commitment to diversity in the marketplace. In addition, Deloitte leverages DiversityInc’s benchmarking data and analysis to increase awareness of the most progressive strategies companies and firms are employing, so that it can continue to be a true diversity leader.

Over the decades, diversity in the workplace has started to become a business necessity. But what does diversity actually mean? In broad terms, diversity encompasses a group of people with different biological characteristics such as age, race, gender, ethnicity disability and so on. However, the true definition of diversity in the workplace is about ensuring that every single person that goes to work everyday have the freedom to bring along their full self to work and it is not just about welcoming but it is about embracing and harnessing the diversity of thought, the diversity of background, the diversity of experience, the diversity in education, and not just the traditional aspects in diversity. Even so, one of the major challenges that

A 2013 survey of Fortune 1000 companies found that 78 of the best performing companies that had taken significant efforts to diversify their management and board of directors had consistently outperformed their peers (Expert pg1). Diversity has a thorough impact on everyone’s life and it has been a part of humanity since the beginning (Div Mgmt pg 3). With the population becoming more diverse than ever, so too has the workforce and the need for organizations to provide opportunities, incentives, privileges, and facilities to attract and retain diverse employees (Div Mgmt pg3). In a statement released by Catalyst Census in 2013, Ilene Lang, president, and CEO, said: “Diverse business leadership and governance is correlated with stronger business performance,

In the past, diversity was used as a tool or byproduct of being a good citizen, but that ship has sailed. In fact, the days of simply having a diversity statement, but not putting any real effort behind it has caused organizations to lose business (Rezvani, 2015). Truly, there are benefits to creating a diverse workforce, such as: variety of talent, variety of languages, and an expanded market (Brookins, 2016).

Diversity management is not just a soft skill dealing with the moral refinements of fairness. It is not an affirmative action programme with crazy quotas; rather it means new markets, new customers, new users of your products and services.

As it mentioned in the class lecture, typically, workplace diversity is the presence of individuals who are different by race, religion, gender, ethnicity, and sexual preference. This topic shows us about how to deal with diversity

Are today's corporation’s diversity programs really successful? The idea of diversity going well past the traditional work environment and implanting diversity programs that allow a welcoming work environment. Diversity requires the acknowledgment of commitment that every employee is their own individual, not similarly as individuals from administrative assigned gatherings. Diversity calls for administration of associations to be extremely comprehensive enduring the individuals who are diverse as well as praising those distinctions. It requires the opening of non-conventional occupations to men and ladies of all ideologies, backgrounds, religions, races and ethnicity. University Hospital (UH) diversity and inclusion concepts creates a work

When companies hire diverse employees from different cultures they are making their company stronger and more marketable. Whether a company is just starting out or been in business for while they need to realize that diversity needs to be part of their business plan going forward. The global marketplace is built upon many different cultures from all around the world. Companies today need to be able to interact with each other in order to increase sales and promote their products to clients globally as well.

There are three models of global diversity management that are evident in global firms: universal, localized and transversal. In a universal approach, there is a standardized diversity management program that is applied throughout the global firm. In a localized approach, there is a unique diversity management program for each region or each nation and there is no coordination of programs. In a transversal approach, there is a communicative,

Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment, marriage, civil partnership, age, disability, sexual orientation, religion, pregnancy and maternity, sex and beliefs (Monks, 2007). Therefore, managing diversity in the workplace is critical towards the achievement of equality and discrimination free working environment. Bhatia (2008) observed that the ability to understand, accept, value, acknowledge and celebrate differences among people with respect to race, sexual orientation, religion, age, ethnicity and mental ability within an organization is crucial in eliminating discrimination. Discrimination refers to the tendency of denying equal treatment to people believed to be members of the same social group (Ozbilgin, 2009). In other words, discrimination in the work place is related to denial of equal treatment in terms of promotion, compensation, career development, training and empowerment. Therefore, managing diversity in the work place is crucial towards the achievement of a discrimination free working environment and the

In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.

The work place is inclusive; and Managing diversity principles are integrated into the operations of the organization.