More Cognitively Diversity

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 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..

The way in which an organization tackles diversity determines its negative or positive outcome. All the 5 companies agreed that diversity has contributed to their success. Some barriers were identified in managing diversity like the difficulties faced by women in managing the work and family, fear of discrimination, resistance to change, diversity is not seen as an organizational priority, resistance to change and unsupportive working environment for diverse employees. Diversity contributes to more productivity but if not properly managed could hinder success.

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.

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.

“Diversity may be the hardest thing for a society to live with and perhaps the most dangerous thing for a society to be without” _William Sloane Coffin Jr_ Over the last decade there has been massive rise in level of workplace diversity within all the organizations. As a result of it majority companies achieved higher performance and according to all the researchers, it shows heterogeneous groups are more inventive than homogenous groups. It is not only about those heterogeneous people bring various type of figures their different type of thinking benefit organizations to bring out their best outcomes throughout the process

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

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

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)

psychology tries to help break down and explain. In this chapter, diversity was discussed and shown

In the current fierce competitive global market, diversity management remains critically advantageous if any firm should make progress. Organizations must integrate diversity in their thoughts, actions and innovations. Diversity in organizations goes beyond making numbers to how people are treated in relation to its business model. It’s a time-sensitive necessity in the current workplace. Diversity cannot be bought or lip serviced. Based on authenticity, diversity is people-centered. It responds holistically to the dire needs of both the employees and clients. Long term strategies must therefore be considered so that diverse talents are engaged in the leadership circle. It is important that diversity management be driven by innovative perspectives.

Diversity is a term that we can all relate to in some way or another. The term diversity represents the multitude of individual differences that make people different from and similar to each other, (Kinicki&Kreitner, 2009). Although some people view diversity as an issue of age, race, gender, religion, or sexual preference, it is actually much more than that. It actually pertains to the differences that make each individual special or unique and this is why it becomes important to learn how to interact and grow with one another. In order for this to take place in the workplace, establishing a strong diversity management program is essential to the success of any 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.

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

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