Diversity in the Workplace Stacy Stuckey-Tyler University of Arkansas OMGT5873 Organization and Control Mr. Tracy Dewitt November 26, 2007

Diversity in the Workplace Why is diversity in the workforce important? This topic has been discussed and debated by many for years. Some may say it has changed for the better and some many say it has incrementally changed. Some may even argue that it may benefit the bottom line of a company or an organization. Diversity has many definitions. But the bottom line is diversity means more than color. It is a notion that focuses on a larger range of attributes qualities other than race and gender. Valuing diversity is simple; it creates a respectful work environment. In the world of work, diversity embraces differences while at the same time highlighting the unique contributions of all. For many years, diversity has been defined by one’s color and gender. Today, diversity is not only defined by color but by age, gender, physical abilities, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience and job classification. Cox (2001) defines diversity as following: “Diversity is the variation of social and cultural identities among people existing together in a defined employment setting.” Cultural diversity in the workplace utilizes employee’s skills to the fullest and contributes to the overall growth and prosperity of a company or organization. “Diversity, when it works, is developed and financed with programs for training and outreach mechanisms to grow contacts and networks.”Once corporations understand it, they support it with initiatives and tactical plans and then people," explains Marlon Cousin, managing partner of the Marquin Group, a diverse executive recruiting firm based in Atlanta. Cousin maintains that most organizations want to embrace diversity but need to come at it differently. "Those who do it right do it consistently, and it's a part of their go-to strategy. They track it, measure it, and commit to being the best in class." (2007 40 Best Companies for Diversity,www.blackenterprise.com) The key to making diversity work in the workplace work is to create a genuine sense of total inclusively. When that happens, diversity can be a powerful force of positive change. A diverse workforce ensures that a company can compete with the highest achieving global organizations. Simply put, they must be able and willing to relate. By not developing and recruiting a diverse workforce from the management to entry level employees, African American, Hispanics, and Asian Americans are given lower skilled and lower paying positions, and are unable to grow to meet their true potential. Thereby, they are not willing and able to contribute to the company’s bottom line. According to the U.S. Census Bureau, many companies were given a wake-up call: Hispanics now make up of nearly 13% of the United States population and have exceeded African Americans as the largest minority group in the United States. This has prompted executives and strategic planners to pay attention contemplate ways to reach this growing population. Unlike African Americans, who formally made up the largest minority group in the United States, many Hispanics speak little or no English. As a result, a number of companies have provided foreign language classes for their employees. (Holmes, 2003) Companies are realizing the importance of corporate diversity. Traditionally, companies incorporated affirmative actions programs to stay in compliance with the law. Companies with affirmative action plans have a commitment to provide equal employment opportunities to all employees and applicants for employment. These tactics should speak to each of the three major areas that impact their business: their customers, employees, and suppliers. (2007 Strategic planning for diversity, www.diversitystrategies.com) Organizations with in-class diversity, as well as diverse leadership, provide a better ROI and usually out perform in the stock market. The drive for elevated diversity is the authority to use the diverse mixture of employees and to use those skills to improve company products, services, and customer experiences. Many organizations have been recognized for their immediate actions and willingness to spend resources on managing diversity in the workplace. There is no tried and true method to incorporate diversity in the workplace. Diversity initiatives and the development and implementation of these initiatives differ from company to company. The success rate is dependent on the company’s needs and issues as well as situational issues such as the organizational psychology of the environment. Eventually, the power and dedication of the senior level management will decide whether the organization will be successful in this endeavor. In 2007, the definition of diversity in the workplace moves beyond race and gender. An organization should take a bold and audacious stand and be recognized as a top company that is inclusive and values people of all backgrounds. Leroi Jones (Mazel, 1998) quotes, “It’s hard enough to be a human being under any circumstance, but when there is an entire civilization determined to stop you from being one, things get a little more desperately complicated.”

References
Cox, Jr., Taylor (2001). Creating the multicultural organization. San Francisco, CA: Jossey-Bass.
Holmes, T.E. (2003, June). Diversity in the Workplace: The Changing Language of Business. Retrieved November 14, 2007, from Boston.com Web site: http://www.boston.com/jobs/diversity/062003
Mazel, Ella (1998). "And don't call me a racist!" Lexington, MA: Argonaut Press.
(2007). 2007 40 Best Companies for Diversity. Retrieved November 27, 2007, from Black Enterprise Web site: http://www.blackenterprise.com/lists/diversity.asp (2007). Strategic planning for diversity. Retrieved November 17, 2007, from Diverse Strategies Web site: http://www.diversestrategies.com/Diversity_strategic_planning.htm