...group in the U. S. by the year 2010. In order for companies to fully and aggressively compete in the marketplace, they will need to consider these statistics and work towards attracting, recruiting, developing and retaining a diverse workforce. This will be critical if they are to survive. They will also need to recognize that the market they cater to is becoming more diverse. Diverse groups are a growing percentage of the buying power in the United States. In order to maintain competitive advantage in the sector they serve, organizations will need to truly understand its customers, clients, members and employees and will need to create an organizational climate that is welcoming to all. The Birth of the Diversity Movement The “Diversity” Movement was born in 1987, when the Hudson Institute launched a study titled “Workforce 2000”. The study projected demographic trends that would impact the workplace, as we knew it by the year 2000. One of the predictions made was that there would be a marked growth in the number of women and minorities entering the workforce. In fact, the report suggested that women,...
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...Short Essay | Diversity in the Workplace | How it can create business related advantages | | Madison Roney: 7660183 | 5/15/2013 | | In modern western society, the diversification of culture has increased dramatically in recent years. With this shift, along with the growing competitiveness of the labor market, corporations have been forced to hire more employees who are not familiar with the spoken language or societal norms present in western culture. Many corporations, as much as 80% according to equity activist Trevor Wilson, consider cultural barriers to be a burden on their managers and fellow employees. As a result, these corporations fail to treat their employees equitably. (Hayes, 1999). One could argue, however, that the diversification of employees within the workplace has various business related benefits such as improved efficiency, bottom line revenue, and relationships formed with co-workers, managers and customers alike. However, to ensure its success, principles of transformational leadership must be used on the part of managers and various challenges must be overcome in order for these benefits to take full effect. This is not the first time in Canada's history where ethnic equality in the workplace has been a subject of interest. In 1993 the New Democratic Party in Ontario, whom was the provincial government at the time, enacted an employment equity law to ensure fair employment opportunities to workers from select minority groups. This legislation...
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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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...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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...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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...Thinking About Diversity and Inclusion SOC/315 Cultural Diversity May 6, 2013 Thinking About Diversity and Inclusion What are the dimensions of cultural diversity? Cultural diversity refers to the idea that any cultural identity should not be ignored or discarded, but instead they should be valued and maintained. It includes the different varieties of human cultures or societies in the entire world as a whole, or in a particular region. Dimensions of cultural diversity can include religious beliefs, gender, marital status, race, age, parental status, income, physical abilities and attributes, sexual orientation, geographic location, language, and other components. Today, the management of cultural diversity is much more complicated than single dimension like age, gender, race, etc. (Harvey & Allard, 2009). Ethnic, religious, racial and gender dimensions are considered as being the most important (Schaefer, 2011). Cultural diversity dimensions are actually divided into two sections: primary and secondary. The primary dimensions includes an individual’s race, age, physical attributes, gender, etc, and the secondary dimensions include factors like language, marital status, income, occupation, parental status, religious beliefs, etc. With what ethnic, cultural, or other groups do you identify? I honestly believe that I identify with a lot of ethnic or cultural groups, but the groups that I identify with the most are Native American, Caucasian, and African-American...
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...April 08, 2012 DIVERSITY AUDIT Company Highlights Merck and Company, Inc., a pharmaceutical leader, has a clear vision which is to make a difference in the lives of people globally through their innovative medicines, vaccines, biologic therapies, consumer health and animal products. The company’s core strength is the skill, integrity and creativity of its people. Merck employees, while remarkably diverse in background, training and life experiences, are all motivated by innovation and their mission of providing products that save and improves lives around the world. Under the leadership of Kenneth C. Frazier, who serves a threefold role: Chairman of the Board, President and Chief Executive Officer, Merck and Company reflects its corporate values and guides in day-to-day decision making. Merck recognizes that the world is changing and they have to keep up with the changing demands. The company’s vision is “a commercially sustainable business that both increase the accessibility of products globally and helps build local capacity for quality, healthcare services for those who need them most. Background Merck and Company is an innovative, global healthcare leader that is committed to improving health and well-being around the world. Merck and Company is a very unique leader in its diversity outlook. The company, sort of like IBM, encourages diversity through their employees by: Diversity Acknowledges...
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...Diversity Defined Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995). The CIPD (2011) argues that managing diversity involves recognizing the differences in people and valuing, respecting and using these differences to support business performance. The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. About DTTL’s commitment to diversity and inclusion DTTL was a founding signatory to UN Women's Empowerment Principles (WEP), launched by the United Nations Women and the United Nations Global Compact. DTTL is also a member of the IM WEP Leadership Group, which was created to help further promote the principles. DTTL and its member firms also contribute to the ongoing diversity and inclusion dialogue via thought leadership. This year, the DTTL Center for Corporate Governance issued...
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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...
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...Throughout the many issues in the workplace, diversity is an issue that needs immediate attention. Our culture is continuously evolving and with that being said diversity in our work environment should be evolving as well. It has been said, “Top performing companies have long recognized that diversity is good for business. But a just released report from The Economist Intelligence Unit finds that a new definition of workforce diversity is emerging. It’s no longer just about avoiding race, ethnicity, and gender discrimination, or even compliance with legal regulations. Diversity now encompasses values, meaning what motivates someone to join a company, embody organizational passions, and be productive for a long time.” (Galer, 2014) It is crucial for an organization to be diverse, lack of diversity can cause several issues in the workplace such as miscommunication, unproductivity, and creates a hostile work environment. By managing the problems with diversity the organization would benefit greatly in many ways. There are many reasons for why the issue of diversity needs to be addressed in the workplace. Specifically in the organization I work in there are many problems with diversity, many of the workers in my organization have brought up the fact that the race is predominantly white, it is also made aware that the engineers for the company are males and the females in the office are usually the subject of jokes and labeled as ‘non workers’. Since the site I currently work in...
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...The Value of Diversity in the Workplace MGMT 512 August 6, 2015 “One of the signs of a truly educated people, and a broadly educated nation, is lack of prejudice.” - Dr. Charles H. Mayo As the world grows smaller and more connected through increases in technology such as the internet, accessibility to international travel, and opening of global markets, companies are tasked with creating diversity and inclusion policies. Diversity and inclusion policies are necessary because people/customers, employees, organizations and companies all want to draw upon this vast array of people to conduct and enhance their businesses. It is important for companies to reflect the “look” of the populations they serve through business due to the many advantages that will positively affect their companies. A diversity policy can improve a company’s quality of employees, increase comfort level from the consumers it serves, improve cost reductions through fewer employee issues, augment creativity, problem solving and decision making; and boost goodwill with stakeholders (Collins, 2009). In regard to developing a diversity and/or inclusion statement there are many frameworks to study before crafting a policy for an organization. One example from a biblical perspective is from the Book of Genesis, the story of Joseph and his coat of many colors (Leadership Bible, 2013) which correlates to Dr. Martin Luther King’s letter from Birmingham Jail, on April 16, 1963 regarding the image of...
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...Value of Diversity in the Workplace Carolina Silva Soc/315 April 11, 2011 Ashraf Esmail Value of Diversity in the Workplace Introduction In the active times that we are living now, every company faces challenges that could be better handled if a diverse environmental workplace is put into play. Some issues may arise leaving some of the protagonists defenseless and the majority of the time unable to deal with the daunting situation at hand. Diversity is one of the most useful tools that any company at any point in time could ever possibly used, due to the fact that trends of growth in the population—in the US particularly—is becoming more diverse than ever. “Diversity in the workplace is about learning from different groups enabling a Company to benefit from the diverse perspectives and achievements.” (Cornell University ILR School, 2009) I am a real estate agent and a few years ago when I first started working my profession as a realtor in Florida, I joined a big franchise to get acquainted with the market and to make a name in the business. As a big franchise, one of the duties of the realtor is to stay at least one day in the office to provide information and to help any walk-in client that might happen to walk in. On one occasion, I was the one doing “floor duty” when a middle-aged Korean couple sat and waited for me at the office. I welcomly introduced myself, asking “How may I assist you?” Beyond obviously looking for a place to live they mentioned how they would...
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...Abstract Diversity management practices are specific activities, programs, policies and any other formal processes designed to improve management of diversity via communication, education and training, employee-involvement, career management, accountability and cultural change. Overall, diversity management places emphasis on the development of organizational strategies and cultures that are not only tolerant of diversity but actively encourage flexibility and inclusion (Burke & Ng, 2006; Childs, 2005). Workforce diversity is increasing and managers need to develop ways to effectively manage the different views and characteristics of the new, diverse workforce. While there has been considerable research exploring the ‘value-in diversity’ approach, many questions remain unanswered. The evaluation of diversity programs remains an area for attention. While many firms have implemented diversity practices, it is difficult to measure the relationship between diversity practices and organizational performance outcomes. Recent research has explored the factors that moderate the relationship between diversity and performance (Grimes & Richard, 2003; Richard, 2000). Richard (2000: 174) concluded that diversity does add value to a firm but the effects of diversity “are likely to be determined by the strategies a firm pursues and by how organizational leaders and participants respond to and manage diversity”. Introduction Diversity is a commitment to recognizing...
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...Workforce Diversity Workforce diversity is something that has become normal in most societies, regardless of peoples individual beliefs. With an increase in globalization, people are having no other choice then to accept different races, religions, ethnicities and sexual orientations. No more is our country made up of only Caucasians and African Americans. Diversity is all around us and tolerance is what needs to be learnt by individuals, groups, and companies. The problem is that we all know that workforce diversity is something we can’t avoid, but many of us still try to. When someone doesn’t speak our dialect or eats different food in the lunchroom it can create uncertainty among people who are uncomfortable with “new.” It is people’s natural reactions and human instincts that make accepting new people who are different scary and unnerving. McDonalds, Dell and Boeing are three companies that have managed multicultural organizations well and continue to show other companies what a benefit it can be. Workforce diversity is a term that arose in the 1970’s and hasn’t stopped rearing its head to society. McDonalds was one of the first companies in the seventies that had a department devoted to affirmative action. Pat Harris is currently McDonald’s chief diversity officer overseeing an evolving diversity initiative. She existed with the company during the early stages of workforce diversity. Harris claims that she doesn’t use the word program to describe the company’s objective...
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...Diversity and Inclusion SOC315 May 6, 2013 Jami Imhof Diversity and Inclusion What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both text books. According to Understanding and Managing Diversity there are primary and secondary dimensions of cultural diversity. The primary dimensions are age, gender, mental and physical abilities, race, ethnic heritage, and sexual orientation. The secondary dimensions are geographical location, military and work experience, family status, income, religion, first language, education, organizational role and level, communication, and work style (Harvey & Allard, 2009). The dimensions of diversity can be broken into the following layers: Organizational, internal, external, and personality. Organizational dimension would include areas such as places of employment and the development and promotion opportunities. Internal dimensions are areas we have no control over, such as race or gender (although today people are able to make gender changes), typically gender is out of our control. External dimensions are controllable aspects of diversity. It would include areas like friendships or our career choices. Finally personality dimensions would include aspect such as religion, personal values as wells as an individual’s like and dislikes. With what ethnic, cultural, or other groups do you identify? Describe what members of your social circle have in common. I am an African-American...
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