Managing Diversity Essay

Workplace diversity is beneficial in many ways and on a variety of levels. When a workforce is comprised by people of different races, religions, genders, cultural origins, and sexual orientations, this allows a company to draw from the experience and knowledge that may be unique to each group, widening its frame of reference. Additionally, in terms of recruitment, this ‘widening of the net’ goes to insuring that the company appeals to more individuals and increases the likelihood that the company has opportunity to hire the most qualified individuals. For example, someone who may excel at a job but has a disability, may just need extra assistance. If a company does not provide this

Managing Diversity in the workplace is more than just an acquired skill, it is "a way of thinking" (1). It involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. The key is to help employees reach their full potential by creating an environment that will allow them to be motivated and productive and ultimately, be beneficial for the organization.

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

To influence a healthy work environment for all workers, companies need to implement programs, policies and practices that respond the cross-generational desires for respect, flexibility and total fairness in the workplace; a culture of inclusion should be built to directly address the negative stereotypes in the work

Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are

“Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry.” (Dobbin & Kalev, 2016). This first sentence in the Harvard Business Review’s article, “Why Diversity Programs Fail”, states a key fact about all organizations, do not want to “waste” or “lose” money because of a lawsuit such as; a race discrimination lawsuit or a sex discrimination lawsuit. There are many procedures and programs that can be implemented to prevent these types of issues in the workplace, are they still going to happen, yes, can these issues be addressed before a lawsuit is even a thought, yes. Therefore, this paper will look at two organizations that have been at the forefront of the diversity and inclusion

As our economy becomes increasingly global, our workforce becomes increasingly diverse. Today, corporate structures are involved in globalizing. Markets and market shares are more dynamic, and the workplace is increasingly more integrated. Companies are now investing in diversity management as they are now managing a global workforce. However, with the education and training on diversity for both the employer and the employees, many workers believe that workplace bias against women, blacks, Asian Americans, Hispanics and homosexuals still exists. This paper seeks to prove that workplace discrimination against by gender; race, color and nation origin; Hispanics; and homosexuals indeed exist today.

Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative action and equal employment opportunity programs on the nation's work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force representing a microcosm of our society - yet one that continues to struggle with its identity. Diversity as a social condition is not new to America. We were founded as a nation of Diversity. “America has always been a merger of cultures and, as such, has undergone periods of

It is in our nations’ interest to invest in America’s future employees. By 2050, the U.S. populace is predicted to escalate by 50 percent, and minority groups will make up nearly half the population. Immigration will account for almost two-thirds of the nation’s population development. The population of mature Americans is anticipated to increase more than twofold. One-quarter of all Americans will be of Hispanic origin. Nearly one in ten Americans will be of Asian or Pacific Islander descent. And more female and people with infirmities will be on the job (Office of the Secretary, n.d., Gray, n.d.). There are innumerable ways in which individuals have been defined. Classifications of the term diversity range from narrow to

How do you define diversity in a workplace? Do you fall victim to a non diversified workplace where everyone seems out of place? Many people have different views on this the topic of diversity, but do not necessarily understand it fully in a workplace. If your job has numerous age groups, races, religious beliefs, and equal amount of gender, then your job is practicing diversification. A lot of companies are making it more known that they enforce diversity in their workplaces. Three top companies stand out the most because of their name, relevance, and image they portray. Target, Kraft Foods, and Johnson & Johnson are all household names that are gender, race, age, and family friendly. The question is how diversified are they behind the scenes, and how effective are they? In this paper research was done to give insight on job diversification and its effectiveness.

Although employing a diverse workforce has many advantages, it comes with some problems as well.

Managing diversity -Creating organizational changes that enable all people to perform up to their maximum potential.

Saxena (2014) justify that no two persons are identical, organisation need to manage diversity effectively to achieve the quality of working environment. Janssensa & Zanonib (2014) stressed the important of diversity management in the organisation that stablilise the power in the workplace relationship. In addition, Ashikali & Groeneveld (2015) emphasize the important of inclusive environment which lead to positive vibration in the workplace.

Managing a Diverse Workforce. Managing workplace diversity is an important requirement for managers and the organization. Issues regarding workplace diversity should be addressed openly along with policies designed to protect employees (Satterlee, 2013). All employees must be treated with respect and professionalism, and be able to use their

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