The Diversity Of City : A News Media Company

As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.

For two days, I observed the first ten individuals entering the Jones-Sampson building located on the JSU campus. Observing these individuals allowed me the opportunity to explore how diversity is perceived from a small sample of the campus. I believe, a college campus is the perfect setting to view the hop topic called diversity. The population at JSU includes people from various countries, social economic backgrounds, class, gender, occupations, and sexual-orientation. According to the Webster dictionary, diversity entails the quality or state of having different forms, types, and ideas about something. For the purpose of this observation, the first ten individuals encountered were evaluated based on both their similarities and differences. The factors observed

Kottak, Conrad Phillip and Kayhryn Kozaitis 2012 On Being Different, Diversity and Multiculturalism in the North American Mainstream, 4th edition, McGraw Hill Press, New York: Chapter 8. (textbook)

A conversation needs to be had regarding the effects of diversity. Diversity in practical terms is the inclusion of people from different walks of life whether it be color, race, or heritage. This topic is one that is sensitive for many people because of the history attached to this subject. In the past decade there has been instances where the supreme court has had to address the topic of “Diversity” to justify this ongoing debate. Like in the supreme court, college campuses have also discussed diversity in their college for a multitude of reasons. Additionally, they too have found many reoccurring problems relating to diversity, which will be addressed in this paper.

diversity in US today is not limited to ethnicity, race – other factors: social class (SES or socio-economic status), education, size of group, religion, language

According to Wood (2004), diversity is America's newest cultural ideal. Furthermore, the author argued that diversity sprawls across politics, law, education, business, entertainment, personal aspiration, religion, and the arts, as an encompassing claim about human identity. Under these conditions, 21st Century organizations are shifting their recruitment and hiring policy to create a diverse workforce. Likewise, universities are instituting new admissions rules to establish a diverse student body. The importance of diversity has many roles and effects. For example, diversity can improve productivity, create innovation, enhance robustness, produce collective knowledge, and perhaps most important, sustain further diversity (Page, 2011,

An organizations success depends on it workforce. A talented and diverse workforce lends the most opportunities for success within the organization. A diverse workforce will also impact the organizations individual human behavior. Human behavior is the collection of activities by human beings and culture, emotions, ethnicity, gender, age, socioeconomic status, sexual orientation, religion, occupation, skills and abilities, personality traits, and values. This paper will discuss the impact that race and ethnicity, age, gender, and sexual orientation have on an individual's behavior.

What does New York offer its inhabitants? New York is a state where most of its

Whether you are a business manager or a CEO, a new employee or a seasoned worker, a teacher or a student, this book offers something new for everyone in a field where almost nothing new has been offered in such a long time. Simply doing more and more of what we have been doing for so long, in the name of diversity and inclusion and equity, won't get us where we need to be. It isn't more diversity that we need. What we need is a better and different diversity, one that unpoisons the well, and one that works equally for all of us, whether among ourselves or among

Diversity is an ongoing discussion in day-to-day life. Not many situations occur without diversity having a role. There are a multitude of topics that introduces or involves diversity, to include age, sex, race, gender, ethnicity and so on. Prior to participating in this Diversity Awareness class, I’ve always thought diversity was more geared around discrimination and racism. Through weekly readings and discussions, I have discovered that diversity is much broader than that. There are many countries that are mixed culturally

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

American society is becoming increasingly culturally diverse. The 2010 Census indicates that the racial and ethnic makeup

Race, ethnicity, and gender have played strong roll in establish social diversity in the community. Through history, the strong and prosper cities has

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often

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.