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Managing Diversity

In: Business and Management

Submitted By moshe90
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In the ever modernizing global economy we have today, there are many issues which are applicable now that were not in the past. One of the biggest issues today, which managers of a workplace must take seriously, is diversity. A big reason why this is applicable in our times is because everyone is able to work today. While not until 60 years ago, blacks were not able to hold real jobs. Also, women have become much more involved in the workforce than in years past. In this paper I will show explain what diversity in the workplace is, discuss some examples of diversity in the workplace, and how managers must take action to manage diversity in today’s economy. Diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. Dimensions of diversity include but are not limited to: age, ethnicity, gender, physical abilities / qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience, and job classification. Diversity as a concept focuses on a broader set of qualities than race and gender. In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognizing the unique contributions that individuals with many types of differences can make, and creating a work environment that maximizes the potential of all employees . A manager may have to deal with employees of much different ages. It is possible for people to think that older employees will not perform as well as younger ones. They may think this for a variety of reasons. Maybe they are too old to keep up on the technology of the times? Or maybe they are not as patient or are willing to be managed as younger employees are? While these perceptions may be true at times, it is the duty of a manager to treat all employees fairly and to give everyone in the office fair treatment.
By 2016, 6.1% of the U.S. labor force will be age 65 or older. It is important for managers to bridge the gap between younger and older workers. The popular press paints a picture of generational divide at work. Mature workers (Traditionalists and Baby Boomers) are portrayed as loyal and hardworking, but dinosaurs when it comes to innovation and technology. Younger employees (Generation Xers and Millennials) are viewed as innovative, but disrespectful, lazy, and egocentric. Taken at face value, these stereotypes can lead to conflict and turmoil in the workplace .
A smart idea for a manager to do, would be to educate his employees to better understand each other, and arrive at a common ground. A manager should strive to understand core values of each worker and his generation. Employees of the younger generation rely heavily on technology, which therefore leads them to communicate through technology. Older workers rely on direct communication. A manager may want to strengthen both ways of communicating, so all types of his employees are comfortable in doing their job. There are even laws to protect age diversity in the workplace. The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older . An essential topic of diversity which is most relevant to us Orthodox Jews is the management of religion. There was a period of time not long ago in the United States, when Jews face a major conflict. In order to hold on to many jobs, the workers were obligated to work on Saturday. This kept many religious Jews away from the workforce, as they would not violate the Holy Sabbath. Nowadays, it is a manager’s duty to effectively manage religious diversity. Title VII of the Civil Rights Act prohibits discrimination in employment decisions against religion, amongst other things. This puts the responsibility on managers to be sensitive and careful regarding religious matters. The issue which Jews had in the early 1900’s, does not exist today mainly in part to those laws put in place. As Jews, we must be very thankful to the government for accommodating our religious needs. Another issue of diversity in the workplace is gender diversity. It was not so long ago that women were not able to go to school and become educated, let alone hold down real well-compensated jobs. Today that is not the case. Women are educated just as well as men are, and can be just as capable for many jobs in Corporate America just as men are. Even in the increasingly progressive environment of today’s workplace, gender conflict, and pre-conceived notions about gender roles continue to influence the ways that workers and employers interact with and view one another. Within traditional gender roles men are typed as breadwinners and women as caregivers. Men are viewed as analytical and better able to deal with the mental, emotional, and physical challenges of the corporate world then women, whose primary focus were their children and their families. Overcoming and looking past these stereotypical views can pose a challenge for people of both genders, particularly when people of one gender attempt to enter a field or a workplace predominately dominated by the other . One way a manager can effectively manage gender diversity in an office, is to actively promote people based on what they contribute to their company, rather than their perceptions of women. This is referred to as Distributive Justice, which dictates that the distribution of pay raises, promotions, job titles, interesting job assignments, office space, and other organization resources among members of an organization should be fair.
Of the Fortune 500 companies in America, only 5.2% of the top earners are women. It does not have to be that way. Women should not feel that there is a glass ceiling above them, which they can never climb up on the corporate ladder and be fairly compensated for their work. In conclusion, diversity is a very prevalent issue in the workplace today. It must be dealt with accurately and appropriately. If it is properly managed, it can make the office a better place for people to work; where people feel comfortable and safe. It can also make the business more successful when everyone’s qualities are utilized in achieving their goal.

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