The definition of “Workforce Diversity” is the related similarities and the differences among employees as they relate to their age, culture, physical abilities, disabilities whether physical or learning, race, religion, gender, and sexual orientation ("Business Dictionary," 2016).
Although this is the basic definition of “Workforce Diversity”, there are other dimensions that are included, and affect the workforce structure or make-up, and they include areas such as, length of employment, generational characteristics, and social economic status. Traditionally the workforce as it relates to the law enforcement community has primarily consisted as a white male dominated workforce. Over the last twenty-five years that demographic has changed, and there has been an increase in the overall percentages of minorities in the law enforcement field ("Diversity in Police Departments," 2016). This progression towards a more diverse workforce in law enforcement has shown a predicted increase nationwide from the currently employed
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This is also true in the law enforcement field. The initial stage regarding the creation of a diverse workforce is the recruitment, selection process, and hiring. The upper echelon of the agency needs to realize that the change in these three elements is essential in achieving the long term goal of diversity When looking at these three elements the command staff and human resources section must also not forget that the basic reason for the change is developing a strong core for the agency. They must not lose focus on the skills and factors that will make an effective law enforcement officer, just to create diversity in the agency. Remember that the definition of diversity is not only related to race, culture, and national origin (USDOJ and EEOC [USDOJ and EEOC], 01/2015, p.
Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation.
Recently, it has been brought up that there is still institutional racism within the Police force, this, as well as many other reasons such as negative stereotyping, informal bias and assumptions from ethnic minority groups themselves are reasons why people from minority groups are less inclined to join. The Police have introduced a number of ways to try and create a more diverse workforce. Some of these methods include, improving the data collected on the age,
The objective of this thesis is to provide comprehensive information to all stakeholders who have an interest in enhancing minority recruitment and selection. The goal of this thesis is to address law enforcement professionals about the importance of diversifying police agencies; more importantly, is to address the underrepresentation of Asian-American police officers and the challenges of recruiting potential candidates from Asian communities. Through community policing, mediation, trust building, collaboration with stakeholders, and cultural diversity training, law enforcement agencies will achieve its recruiting and diversity goals. Targeting Asian cultural events, partnering up with higher learning institutions, and sending mass emails regarding job opportunities to criminal justice majors could produce students’ interests and desires to pursue a career in law enforcement (Castaneda & Ridgeway, 2010). Recruitment issues and needs will be examined; moreover, the importance of evaluating implemented strategies must be followed up in order to monitor community changes or problems that may arise (Tangel, 2015).
Diversity in law enforcement has grown to become a hot topic within the law enforcement community. The demographic of society has changed dramatically over the last 20 years and with that law enforcement has been changing, but have they been changing enough? Different law enforcement agencies have their own ways of implementing diversity in their practices and procedures, some of them are better than others, but with issues that happen today it is important that they do something.
Workplace diversity is when there is diverse culture of individuals in the workplace. It is when there is a value placed on the variety of ideas, race, ethnicities, religion, gender, sexuality and orientation, which is flourishing in an environment. Depending on your employer and workplace, workplace diversity can vary based off several different factors. Usually, there is a preferential standpoint taken on the matter and it can be either display a high or a low context culture of diversity. According to Mason (2013) Workforce diversity has been described as “a double-edged sword; it has the potential for positive and negative outcomes” (p.659). Workplace diversity is important in a business setting because it carries forward a combination of different types of people to work together in unity, encourages uniqueness, innovative, creative approaches, and supports interesting divergent ideas to accomplish tasks or goals.
Workplace Diversity refers to the human characteristics that are present in the workplace making people different from one another. Various human characteristics would include race, gender, age, certain physical attributes, experience, and personal habits.
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
The disproportion between the police and the general population highlights a problem with the hiring techniques and practices of law enforcement agencies. Under the direction of President Barack Obama, the Department of Justice in 2016 issued a report outlining how police can modify their human resource management techniques to recruit and retain officers of diverse backgrounds. The report reviews several tactics by which police forces can try to diversify. The Department of Justice identifies progress made in recent years within certain agencies while also highlighting areas that may be attributing to the lack of diversity and workable solutions to these roadblocks. The areas focused on by the DOJ are within police departments process of recruitment and selection and how modifications may lead to more diversity and inclusion of what are currently underrepresented groups.
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
Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language,
As companies become more diverse in the work field employees are getting harder to manage and understand. One issue in the global market today is workplace diversity. Workplace diversity is defined as all characteristics and experiences that defined each employee as individuals, but it can also be misunderstood as discrimination against employees. Diversity can include race, ethnicity, sex, religion, disability and sexual orientation discrimination. One reason why workplace diversity is important is because when you respect your employees productivity rate rises and many companies do not know that. A diverse workplace targets to create an inclusive culture that values and uses the talents of all employees.
Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization.
Diversity can be defined as the differences among the people working in the same workplace. Those differences can be related to gender, race, religion, marital status, sexual orientation, culture or personalities.
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
diversity is a work place where we find a range of following elements such as national difference- different language , religion , social status and sometime age also can be included in diversity . Managing diversity is very different job but if we manage diversity effectively then no one can gain competitive advantages. But if we fail then we have to be ready for facing the difficulties.