Pt Chevron Pacific Indonesia and Hsbc

Diversity has many definitions but only one true meaning. This concept Analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of the term itself.

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..

Diversity within an organization is a blending of people from various cultural, religious and ethnic backgrounds. Diversity has challenged organizations to set realistic goals for its leaders as well as its employees. The organization must look at the moral, ethical and social responsibilities it has toward its employees and understand their legal obligations set by laws. It is important for

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

Since public and private organization uses managing diversity concept ,this chapter addresses how managing diversity concepts is use several ways such as organizational and management level, group performance, group dynamics, group perspectives, and individual identity.

Introduction: Diversity can be defines as the characteristics that people possess from different backgrounds, cultures, traditions and habits. Diversity can be more subscribed as the similarities and differences that groups or individuals might have. Race, gender, ethnicities, cultural and economic status and many more can be considered as traits that differentiate people from each other’s

Diversity is seen as the difference among people. These factors include gender, race, ethnicity, age,sexual orientation,religion,capabilities/disabilities. A Diverse workplace,in the last 30 years, become an important issue to emerge, and it’s effects this can have on a organisation. More and more research has gone into a diverse workplace and effects it can have on an organisation competitive advantage. Although having diverse workplace, brings about opportunities and threats, diversity is complex and careful planning needs to be taken for organisations to succeed. 3 factors which have lead to the diversity in workplace is 1) Australia’s multicultural society, 2) recognition of the benefits of having a diverse workplace and a competitive, and 3) The changing of attitudes in organisations about what is important for it to succeed and have a competitive advantage. Furthermore, a diverse audience have advantages, such as employees feel valued, therefore will be loyal to the organisation, and having diverse creative ideas, can bring about competitive advantages to an organisation in todays global world. With this conversely, there could be disadvantages such as loss of communication within the organisation, and workplace divide. Which could have tremendous implications for the managers in the organisation, such as not having a unified audience, if differences are not celebrated and ideas are listened to, this the employees are loyal to the organisation. While the opposite can

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

Diversity is a popular topic in today’s business world, but the definition of the word varies vastly between organizations. Some definitions are one sentence where others are a paragraph long. To add to the confusion, employees have their own ideas about diversity when entering the workforce that may collaborate with or contradict the organization’s explanation. This paper will compare and contrast four definitions concerning diversity to highlight the similarities and differences of the word according to national and international organizations. Also, the author will explore diversity categories in regard to her own experiences in life.

“Diversity includes knowing how to relate to those qualities and conditions that are different from our own and outside the groups to which we belong, yet are present in other individuals and groups. These include but are not limited to age, ethnicity, class, gender, physical abilities/qualities, race, sexual orientation, as well as religious status, gender expression, educational background, geographical location, income, marital status, parental status, and work experiences” (Queensborough Community College, n.d.).

All characteristics and experiences that define all people as individuals is the very definition of diversity. A common mistaken belief about diversity is that a particular people or group belongs in the same category, according to U.S. Department of Commerce (1999) this is untrue. Diversity includes many dimensions of an individual consisting of race, ethnicity, gender, age, religion, disability, and sexual orientation (Commerce & Government, 1999). Another aspect of diversity is financial status, communication style, organizational role, and geographical origin with each of us having our own unique trait. Research indicates

Diversity consists of two dimensions, which are primary and secondary. The primary dimensions are six areas which are considered to be dimensions of diversity. These areas are; age, race, gender, ethnicity physical abilities and qualities, and sexual orientation. All these are represented by the inner wheel. These are perceived to be the most common and prevailing ways of different perception of individuals in looking at differences between people. The outer wheel contains areas that are placed under the secondary dimensions of diversity. These are things or elements that can be changed or acquired. As far as diversity is concerned, it is not only important to study diversity but it also has a major problem when dealing with the topic. Studying diversity is very important because it helps

There are some advantages and Disadvantages that come with managing a diverse workforce of which management must be aware of to guide them in the decision making processes in the organization. They also reflect on the findings on the research conducted on the case companies.

In response to the growing diversity in the workforce around the world, many companies have instituted specific policies and programs to enhance recruitment, inclusion, promotion, and retention of employees who are different from the privileged echelons of society. The privileged groups may vary from one country to the next. The workforce of the world is a dynamic environment, and in order for this dynamism to be put to use for the benefit of organizations, they must develop an effective strategy for managing diversity. Global Diversity Management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational

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