...Why age diversity is important All of the indications are that more people will need to continue working later in life. This is because on the one hand pensions are decreasing in value and on the other, people are becoming more likely to still have financial obligations such as mortgages or child/student support, later in life. Because there are also fewer younger people available for work. Employers will need to consider how they can best become an employer of choice for older workers and how they can retain older workers in an increasingly competitive market place. Employers will need to review their HR practices and procedures and arrangements for training to ensure compliance with the Employment Equality (Age) Regulations 2006, but also to ensure that all employees including younger and older workers are respected and valued in a workplace that is attractive, responsive to their needs and optimizes their opportunity to contribute. For some organisations this will mean a significant culture change. Consider that 25-34 is the current favourite recruitment age of employers and The Employers Forum on Age has estimated that ageism costs the UK economy over £26bn each year. Diversiton’s one day course ‘Age Diversity’ will help you to explore the issues that affect your capacity to be an age positive employer and help you to identify the steps you need to take to fully comply with the Employment Equality (Age) Regulations 2006. What do we mean by ageism? Ageism is a negative...
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...Student name: Dave Le Class: E8-2 Teacher: Mr Garcia My project idea is about finding out the benefit of diversity in the medieval times. According to Meriam Webster dictionary, it stated: “Diversity-the conditions of having or being composed of differing elements.” In my first and second paragraph, I will be mentioning different trade routes during the Middle Ages. In my second paragraph the different ruling system in the medieval times Church vs State. In my third paragraph, I will be explaining about a multicultural society inside the Iberian society. The last paragraph I will be concluding my points about diversity. After the crusades, the effect that the crusades had on the society benefits them. The Crusades brought wealth and power...
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...The boomers also broke away from traditional workplace conformity and began to chart their own path to success. (Bruce, 2009). This meant longer working hours, less traditional work weeks, and the tendency to become “workaholics”. By doing so many of the boomer generation are now in upper level management of most companies and businesses As the Baby Boomers draw close to retirement age new challenges will arise in the work place. Who will take their place? Is the next generation of workers ready for the challenge? Do they have the same ideals and principles of the outgoing workers? Management is tasked with making this transition as smooth as possible while dealing with an ever growing diverse work force. Technology will play a key role in the sweeping changes facing a workplace as well as older workers trying to learn new ways to do the same tasks they have done a certain way for an extended period of time. How management meets these challenges will determine the long term success of the company. What changes in employment relationships are likely to occur as the population ages? As the baby boomer generation looms towards retirement a big challenge faced by management will be to fill the rolls...
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...Feature articles Workplace diversity: developing a win-win-win strategy Joan Marques iversity as a topic earns more attention today than it has ever received before, and the reasons are easily understandable: global migration is increasing, the internet is enabling communication on a worldwide scale, and business leaders are continuously in search for less expensive resources and lower wages to pay. All these trends result in progressively diversified workforces locally and internationally. D Joan Marques is Instructor, Business and Management, Woodbury University, Burbank, California, USA. Increasingly, companies allocate special room for diversity practices on their web sites. Yet, there are some interesting observations that may not necessarily be new, but should nevertheless regularly be brought to the attention of business leaders. Why? So that they can keep track of the best way to develop and implement diversity in their organizations. Let us briefly look at the right reasons and the right way, beginning with the right reasons. The right reasons Often, organizations pride themselves in implementing diversity in order to accommodate customers. But there is only limited reason to be proud of this way of bringing diversity to the workplace. What these companies overlook is that they apply diversity only as a means toward an end, not as an end in itself: B They apply diversity with the primary mindset of profits. They reach out to their customers, but do not...
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...Abstract Diversity encompasses characteristics that categorizes individuals and allows for self-identification. Diversity presents itself in two different forms, visible and invisible. Those that are visible forms of diversity include ones physical appearance, sex, race, age, ethnicity, speech patterns and language. Those that are nonvisible include characteristics such as religion, national origin, illness and sexual orientation (Clair 2005). When discussing diversity in the work environment, most often times they are discussing the outward, visible characteristics, however invisible social identities are common in the workplace. Gender is one of the most common viewed issues when looking at diversity in the workplace. The glass ceiling and equality issues are analyzed and discussed frequently. Discoveries have been made that support the idea that woman should be on more Boards and should be making more decisions on allocations of monies. This paper seeks to address how diversity impacts an organization and how managers can make diversity work for them. Introduction According to Gibson, Ivancevich, Donnelly, and Konopaske (2012), Diversity is a term that describes the cultural, ethnic and racial differences in a population. A more comprehensive definition by Gibson et al (2012) indicates that diversity is “an array of physical and cultural differences that constitute the spectrum of human attributes. There are six dimensions of diversity which include: age, ethnicity...
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...Workplace Diversity: Challenges and Opportunities Jane A. Hannon Southern New Hampshire University Workplace Diversity: Challenges and Opportunities The fastest growing segment of the workforce in the United States is adults over 55 years of age (Robbins & Judge, 2015). Given advancements in medical treatments, diagnosis, and wellness initiatives; a forecast of continued sluggish economic growth; and the changing landscape of employer-sponsored benefit programs, the increase of workers in this age group does not show signs of slowing down. An aging workforce presents challenges and opportunities for organizations. While some of these challenges are unique to the demographic, many are similar to the challenges and opportunities of managing other “surface-level diversity,” which includes race, gender, culture, and disability (Robbins & Judge, 2015). By effectively addressing diversity through the creation of policies and their consistent implementation, organizations have the potential for greater productivity and growth. Changes in Employee Relationships Generationally diverse workplaces pose distinct challenges for employers and employees. Because workers of different ages bring their own perceptions and personalities to the workplace, there exists the potential for misunderstanding and conflict. “Diversity involves not only how people perceive themselves but also how they perceive others. Those perceptions affect their interactions” (Patrick & Kumar, 2012)...
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...Increasing Age Diversity in the Workplace Sarah Williams Southern New Hampshire University Professor Jennifer Varney Organizational Behavior 500 Abstract In this paper we will discuss the factors that relate to the relationship between the employee and employer in regards to age diversity and how organizations can handle this form of diversity. Managers have a unique challenge with having such a diverse workforce as they need to be able to prevent it from occurring. They also need to be watchful as even with the best policies discrimination can still occur and they must be able to handle the quickly and efficiently. No person should feel discriminated against in their place of employment and possibly with everyone adhering to the policies this may one day be the case. Increasing Age Diversity in the Workplace In a country that is diverse as the United States one would think that discrimination would not occur. Unfortunately differences in age, culture, and sex still represent some of those that are being discriminated against. Companies are taking steps to prevent further occurrences but even this is not enough as there are still documented cases of discrimination that have occurred. We also have no way of quantifying the amount of cases that have gone unreported. Anti-discrimination laws have been passed, now it is up to the companies to implement policies that adhere to these laws and ensure equal opportunities to all of their employees. As the population...
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...When defining diversity, one must acknowledge the differences between groups on human beings. These differences may include attributes such as ethnicity and race, religious and spiritual beliefs, educational and economic backgrounds, physical abilities and disabilities, age, gender, marital status and occupational status (McRae, 2012). By having all this diversity, individuals can have positive and negative impacts on the workplace. Diversity in the workplace can be perceived as a function of forced societal tolerances (McRae, 2012). No one employer has the right to turn down an applicant based on race, age or gender, it is a law. The workplace should have a diverse group of people. Diversity in a working environment could be seen as evidence of fair hiring practice within an organization (McRae, 2012). The most important impact of diversity in the workplace is perspective. By having different groups of people in the workplace there are different viewpoints to discussions and more than one resolution of issues. By having all these attitudes and ideas, the groups can provide valuable input to brainstorming sessions and issues demanding creative solutions. Businesses should strive for diverse groups and teams. When individuals are able to work with others whom are different from each other it challenges people’s preconceived notions about how the world works and it forces people to step outside their comfort zones and consider new thought processes. By opening people up to new...
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...Diversity and Inclusion SOC/315 November 09, 2011 Diversity and Inclusion Diversity refers the inclusion of different types of people in a group or organization. Many people with different backgrounds work together every day to accomplish tasks assigned on daily basis. Before working together the group should know the different dimensions of diversity. “Dimensions of diversity exert an important impact on our early socialization and a powerful sustained impact on our experiences, values, assumptions and expectations throughout every stage of history ” (Harvey, 2009). The different dimensions of diversity are race, gender, age, education, sexual orientation, and geographic origin, or employment. “Dimensions adds layers of complexity to individual identity, it is the dynamic interaction among all the dimensions that influences self-image, values, opportunities, and expectations” (Harvey, 2009). Dimensions of diversity apply an effect on each of us at home, work, and in society giving definition to our lives. “The United States is a very diverse nation and becoming more” (Schaefer, 2011). Concerning ethnic, cultural, or other groups I identify with all. My social circle is consistent with people from all groups. My social circle consists of individuals not a group. I think of all my associates as individuals with different personalities. My social circle member’s personalities are very different and the dimensions play a part from the way we dress, race, gender, and sexual...
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...Best Practices in a Diverse Work Environment Melody Nelson HRM 531 October 18, 2010 Caroline Willett | InterClean, Inc. | Memo To: First level managers From: Melody Nelson CC: Date: October 18, 2010 Re: InterClean, Inc and EnviroTech Merger Transition Merger Transition The merger between InterClean an EnviroTech is in its final stages. As in any situation involving change, there will be some uncertainties and insecurities among the staff and it is the responsibility of all management personnel at all levels to effectively deal with these issues. However, setting a good foundation and following through with good communication, uncertainties and insecurities will be kept at a minimum. Following are a few ways you can make a significant contribution toward that goal. Enthusiasm is contagious! This is a golden opportunity not only for the future of InterClean but also for anybody at InterClean. As we begin merging the operations of both companies, there very well could be some downsizing in certain areas. However, there will also be new opportunities to learn, grow, and move into positions of greater responsibility. Commitment is contagious! “The importance of talking the talk and walking the walk is fundamental to achieving commitment” (Schifalacqua, Costello, & Denman, 2009). Frequent communications updating the status of the merging of operations should be relayed to all team members in a timely fashion in order to keep the excitement flowing...
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...Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2013 Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Pin Zhou Cornell University Daniel Dongjin Park Cornell University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/student Part of the Human Resources Management Commons This Article is brought to you for free and open access by the ILR Collection at DigitalCommons@ILR. It has been accepted for inclusion in Student Works by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Abstract Question: Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’? Keywords human resources, diversity, inclusion Disciplines Human Resources Management Comments Suggested Citation Zhou, P. & Park, D. (2013). Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/student/46/ Required Publisher Statement Copyright by the authors. This article is available...
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...ABSTRACT Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them. Diversity is commonly interpreted in relation to ethnicity, gender and culture. Diversity also captures the differences and similarities between individuals and group, encompassing race, ethnicity, gender, culture, age, sexual orientation, religion, language, education, family status, physical and mental ability. These demographic variables are related to other important diversity characteristics such as values, attitudes, interaction styles, physical and cognitive abilities and non-work commitments. The impact of diversity is both positive and negative. The research questions was: How can diverse workforce affect the organization? Table of Contents Chapter 1. Introduction 4 Background of the Study 4 Statement of the Problem 4 Purpose of the Study 5 Research Questions 6 Chapter 2. Literature Review 6 Chapter 3. Methodology 12 Data Analysis 12 Final Results 14 References 15 CHAPTER 1. BACKGROUND Today, globalization has become...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...Chapter 12: Managing Diversity in the Workplace The Chancellor's Committee on Diversity defines Diversity as: "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage,age, gender, sexual orientation, gender identity and other characteristics." So why is it when many people think of diversity, they think first of ethnicity and race, and then gender? Diversity is much broader. Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. It's important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. A good starting-point for thinking about diversity is to become familiar with UC’s systemwide Non-Discrimination Statement: “It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran. This policy applies to all employment...
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...together on a goal. Some of the differences which can be enumerated between the terms team and group are as follows: The strength of the team relies on the fact that the members of a team have similarities in the purpse and there is interconnectively between the individuals members and on the other hand the group is larger in number. The group’s strength could be assessed from the fact that they need to be willing to execute the commands of a leader. Workplace diversity refers to the mixture of differences between people within an organization. This may sound simple but diversity includes race, gender, ethinic group, age, personality, cognitive style, tenure, education and background are naming a few. Diversity involved how people look at themselves and others. Those perceptions have an effect on their interactions. Diversity will increase greatly over the years to come. Only successful organizations will recognize the need for immediate action and are willing to manage diversity in their workplace…now! The success and competitiveness depends on the organizations ability to embrace...
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