...This means changes in the work place. Diversity has long been a part of the American culture but aging brings a new element to the work environment. This addition to diversity will challenge organizations on how they view their employees and what changes might need to take place to meet these employees' needs. It will also challenge some organizations on new types of discrimination, how to train managers on the benefits of a diverse workforce, and how to build functional work teams with both cultural and age diversity. Organizations will also be challenged to review policies, job descriptions and work practices to ensure that age is not a deterrent to success in the organization. But with these challenges also comes many benefits of an aging workforce. Understanding that older workers are typically dependable, have a broad range of knowledge, and are loyal is of benefit to any employer. In addition, as an organization's customer-base ages, having older workers that understand that customer-base may lead to a needed competitive edge. To be successful in the future, an organization will need to meet the challenges and understand the benefits of an aging workforce by being creative, flexible, and most of all diverse. DIVERSITY IN AN AGING WORKFORCE 3 Diversity in an Aging Workforce Americans are aging; in fact, according to the Department of Labor (U.S. Department of Labor Statistics, 2013) approximately 21% of the labor force in 2012 was over the age of 55 years...
Words: 1847 - Pages: 8
...Managing Diverse Workforce Name Institution Introduction The concept of workplace diversity refers to the differences that exist within an organization based on the employees working together in a team (Sonnenschein, 2009). It is imperative to note that the modern working environment calls for the need to manage the diverse workforce. As such, the management shoulders the responsibility of ensuring that they effectively manage diverse employees within their organization. It would sound simple to think that managing such team does not require tact and knowledge. However, it is pertinent to note that the aspect of diversity encompasses many fields like ethnic background, race, and age of individuals, gender, educational level, and the personality type of people. Additionally, diversity involves how the individuals perceive themselves and others of the different background than theirs. Hence, the perceptions will interfere with how they interact with others and the manner in which the organization will operate (Blunt, 2009). Therefore, for various assortments of employees to be in a position to function effectively within an organization, the human resource personnel must effectively deal with a broad range of issues. For instance, they must address change within the organization, communication aspect, and adaptability to the working environment. Furthermore, the issue of diversity will significantly increase in the future hence the need for...
Words: 2288 - Pages: 10
...1.0 Introduction Nowadays, due increase in globalization, many organizations require more interaction among people from diverse cultures, beliefs, and backgrounds than before. This scenario is known as diversity in workplace. Organization needs diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. Besides that, diversity has the potential of yielding greater productivity and competitive advantages as long as organizations need to focus on diversity and look for ways to become totally inclusive organizations. Managing diversity means more than simply observing legal and policy requirements. Diversity is not something that will go away or diminish over time. Rather, the increasing diversity within our workforce population is emerging as a major resource upon which managers and organizations can seek solutions to various aspects of their businesses. 1.1 Definition of Diversity Frequently, diversity is viewed in a narrow perspective which includes differences in terms of race, ethnic or gender differences, and quite often linked to discriminate and enforcing laws to protect certain groups. Diversity includes all characteristics and experiences that define each of us as individuals. It can be further defined as primary dimensions of an individual, including race, ethnicity, gender, age, religion, disability, and sexual orientation. Secondary dimensions include communication style...
Words: 1955 - Pages: 8
...continue to see an increase in the number of diverse employees as well as the types of diversities within an organization. With this diversity comes some difficulties but the benefits exceed the negative by increasing an organizations competitiveness. This competitive increase is due to the ability of diverse groups to enhance creativity and innovation while making better decisions but only if diversity is properly managed. If organization want to become leaders in their market then effective practices and diversity initiatives must be a cornerstone beginning with Human Resource Departments and expanding though every aspect of the organization. Why encourage Diversity? One important if not overlooked reason is to meet legal requirements. The government has mandatory non-discrimination laws which can result in large monetary penalties or the loss of government contracts. Therefore, it makes sense to employ a diverse workforce if for no other reason than to prevent loss of revenue through legal ramifications. Second is organizational marketing strategy. Having a diverse workforce will assist in selling products to people from different ethnic groups and backgrounds. By hiring employees with diverse backgrounds, organizations ensure that their products and services meet the needs of their diverse customers. As diversity grows within their organization it also grows within their vendors and partners. So by having a diverse workforce organizations are better equipped...
Words: 1831 - Pages: 8
...Perspectives HSBC expresses its corporate ethical policies in the form of promoting diversity inclusion among its employees, implementing a multicultural awareness, it enforces these with a number of policies and rules designed to work toward these goals. HSBC is a global organization with a multinational presence. Their cultural perspective offers professional diversity. It has a footprint in many countries and their purpose is to be where the growth is. “Their network covers seventy-three countries and territories in Europe, the Asia-Pacific region, the Middle East, Africa, North America and Latin America” (www.hsbc.com). With the focus on growth they need a work force to cover the many countries and purposes of their growth. HSBC has a labor force that is diverse and inclusive. It takes pride in having a Diversity and Inclusion program that embraces multicultural area with multicultural races. HSBC was named as one of the Top Global Employers 2015 by Stonewall, the Lesbian, Gay, Bisexual and Transgender, LGBT equity charity. (hsbc.com) Diversity Is An Ethical Goal Diversity is an ethical goal that HSBC works to achieve. Diversity in our origins. By offering professional diversity, HSBC has become one of the leading employers with regards to diversity. “We believe that diversity brings only benefits to our customer, to our business and to our people” (hsbc.com/citizenship/diversity-and-inclusion). As a company we have brought diverse people to our organization for the last...
Words: 660 - Pages: 3
...As the U.S. population is becoming gradually diverse, so its’ workforce. With these changes, expecting to continue for many years, it is imperative for any organization’s success to value the difference of today’s multicultural society, respect the uniqueness of eachother and to maintain an environment in which everyone is being treated with dignity. To achieve this, one need to recognize the U. S. workforce demographics and most importantly, understand the impact of a diverse workforce in the business world. Companies are being faced with various challenges and benefits resulting from a workplace with different demographic attributes; Demographic traits like aging. According to the bureau of labor statistics, 55years to 64years old individuals represent 60% of the workforce and 65years, older individuals represent 17.7% of the workforce (bureau of labor statistics, 2013). These statistics show that, the U. S. aging workforce that represent both a challenge and opportunities for industries. 1. What changes in employment relationships are likely to occur as the population ages? Researchers have shown that with age come positive workplace behaviors. For instance, older employees are likely to demonstrate exemplary ways such as volunteering, a higher respect for safety rules, lower work injuries and lower counterproductive behaviors. They are also likely to show strong commitment and work ethic at work. Nevertheless, the relentless fight to changes and struggle to adapt to...
Words: 1109 - Pages: 5
...others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Benefits of Workplace Diversity An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands. Broader service range A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis. Variety of viewpoints A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw...
Words: 4512 - Pages: 19
...Diversity “What can I do—in the workplace and in society—to promote the creation of inclusive work environments in which full advantage is taken of the potential contributions of all members, regardless of job-irrelevant personal characteristics?” During this class I learned a lot about human rights, diversity and discriminatory laws at workplace and in society. I want to start with this because what I learned in this class, it changed a lot my way of thinking to different things. It was a good experience listening different authors and professors talking in the class abut legal and theories of diversity effects, representation and performance at workplace and in society. Lets look around and we will see that our society is very diverse. Cultural diversity brings together the resources and talents of many people for the shared benefit of all. Sadly, the differences among us have historically formed the basis of fear, fanaticism, and even violence. Yet consider how dull life would be if we all looked alike, thought alike, and acted alike. By learning to recognize our similarities and appreciate our differences, together we can overcome prejudice and intolerance and work towards a more peaceful and productive world. At workplace, valuing diversity means creating a work environment that respects and includes variation individual by maximizing the potential of all employees or in which every employee feels included. It means acknowledging that other people, other races, other...
Words: 1337 - Pages: 6
...Cultural Competency Assessment Cultural competency is a combination of attitudes, behaviors, and policies that creates a system within an organization or among groups. It allows people to work together effectively in cross-cultural, diverse situations. Culture is the pattern of behaviors that includes a person’s actions, thoughts, communications, beliefs, values, language, and institutions of social, ethnic, racial, and religious groups. Competence determines whether a person can function effectively as an individual, group, or organization within the context of the cultural behaviors, beliefs, and needs of clients and the communities in which he or she resides (Sutton, 2000). America is considered the “the melting pot” because of the culturally diverse communities we live, work, and play in. Importance of Cultural Competence America is a combination of diverse race and cultures, such as White, Asian, Native American, African American, Hispanic, and many others. Although every culture has created a new way of life in the 21st Century, each group has preserved values and beliefs from his or her original culture. Human service professionals need to provide services with objective, nonjudgmental, knowledgeable, open-mindedness, and the williness to understand the needs of each client. For example, a human service professional not aware of the Native American Child Welfare Policies may remove a child from his or her tribal family, and place that child in a nontribal foster home...
Words: 1855 - Pages: 8
...Subject: Module: 3RTO Resourcing Talent Overview: The aim of this report is: 1.1 To identify and and explain at least 3 organisation benefits of attracting and retaining a diverse workforce 1.2 To identify and assess at least 4 factors that affect an organisation’s approach to attracting talent 1.3 To describe at least 3 factors that affect organisation’s approach to recruitment and selection 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 brought together to create a culture of inclusiveness, where all employees feel valued. It is also vital to recognize that these differences require an individual approach to managing a diverse workforce. This is also supported by CIPD available at: http://www.cipd.co.uk/hr-resources/factsheets/diversity-workplace-overview.aspx (Accessed:19th October 2015) 1.1; Attracting and retaining a diverse workforce has many benefits. According to ACAS available at: http://www.acas.org.uk/index.aspx?articleid=3725 (Accessed:13th October 2015) an organisation with diverse workforce has: * Better understanding of wide range of customers needs with ability to attract a broad client base. It means that social diversity (demographic differences such as age, race , ethnics and gender), value diversity (psychological difference...
Words: 664 - Pages: 3
...HR 582 DIVERSITY AUDIT WALMART Yeliz Makuloglu Executive Summary An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, they make business sense for both for profit and not for profit companies. Creating a diverse workforce provides tremendous opportunities for organizations and individuals to tap into the ideas, creativity and potential contributions inherent in a diverse work force. In this paper we will be analyzing WALMART and its diversity workforce. Most of the information was conduct from the manager who is working at WALMART located Clearlake. Organizational Background This paper will be evaluating the diversity initiatives of Wal-Mart. Sam, who first brought the idea of this corporation, traveled the country studying everything he could about discount retailing. He became convinced American consumers wanted a new type of store. Trusting his vision, Sam and his wife Helen put up 95 percent of the money for the first Wal-Mart store in Rogers, Ark. Discounters such as Kmart quickly expanded in the 1960s, while Sam only had enough money to build 15 Wal-Mart stores. In 1972, Wal-Mart stock was offered for the first time on the New York Stock Exchange. With this infusion of capital, company grew to 276 stores in 11 states by the end of the decade. The first Supercenter opened...
Words: 3994 - Pages: 16
...selection. Identify and explain 3 organisational benefits of attracting and retaining a diverse workforce. Describe 3 methods of recruitment and 3 methods of selection. 1.1 Explain the organisational benefits of a diverse workforce. Publisher Malcolm Forbes once said that 'diversity is the art of thinking independently together.' Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation. Benefits include: * Positive company image; Companies who hire individuals from a range of backgrounds gain a reputation for being a good employer. Potential customers often feel more valued and can view the company as being fair therefore give more business to these organisations. * Increase in creativity; People from other cultures, age groups and backgrounds can offer different ways of thinking and solving problems. The more ideas you can obtain from different people, the more likely you are to develop a workable answer or solution. This is a tremendous advantage of diversity in the workplace. * Capture more of the market; When your workplace is home to a diverse group of people with different experiences, your company can more effectively market to consumer groups from a wide range of backgrounds, ranging from racial and ethnic backgrounds to older and younger adults. Building a diverse workplace can help you increase your company’s market share. 1.2 Explain the factors...
Words: 1063 - Pages: 5
... PAGE ABSTRACT………………………………………………………………………….....4 INTRODUCTION…………………………………………………………………...….5 WHAT IS DIVERSITY ……………………………………..........................................6 WHAT IS WORKPLACE DIVERSITY ………………….………………….….…….7 Corporate Culture and Diversity ………………………………….……………9 DIVERSITY POLICIES AND PRACTICES IN THE WORKPLACE………………14 Workplace Discrimination ……………………………………………………14 Glass Ceiling ………………………………………………………………….15 Affirmative Action…………………………………………………………….16 Equal Employment ……………………………………………………………17 FROM VALUING DIVERSITY TO MANAGING DIVERSITY …………………...18 MANGING A DIVERSE WORKFORCE: A Multicultural Approach ………………18 DIVERSITY FACTOR (THE ISSUES)………………………………………………21 Cultural Collision ……………………………………………………………..22 Benefits ……………………………………………………………………….22 Challenges……………………………………………………………...……..24 IMPLEMENTATION OF A MORE DIVERSE WORKFORCE………...…………..25 Building a Diverse, High-Quality Workforce…………..…………………….25 Recruiting and Retaining a Diverse Workforce………………………………26 MEASURING DIVERSITY………………………………………………………….27 How is Diversity Initiative Being Measured...
Words: 6971 - Pages: 28
...additional staff o Political – an increase in the retirement age will mean that turnover will slow down as staff stay in their roles for longer o Legal – legislation such as minimum wage, impacting on business when there is an increase. Some organisations may be unable to recruit further staff due increase in wage bill • Internal factors can include o Staff turnover – promotions, retirement or even redundancy will impact on turnover and therefore create or remove positions o Business objectives/company strategy – if the business is planning on expanding it will need to factor in any recruitment needs at all levels o Wastage rates will decrease when unemployment is high, this will mean that there will be less need to recruit as staff tend to stay in their existing role due to the fear of joining those unemployed Organisational Benefits to a Diverse Workforce There are many benefits to a diverse workforce aside from the legal compliance: ➢ Enhances the organisation’s reputation and image with external stakeholders making them an employer of choice ➢ Assists in the development of new products, services and marketing strategies due the input of ideas. ➢ Builds employee commitment and morale. Employees feel valued and fairly treated ➢ Recruiting and retaining people from a wide "talent" base as the organisation has a good reputation ➢ Reduces the costs of turnover and absenteeism, due to high employee engagement. Different Recruitment Methods and...
Words: 1433 - Pages: 6
...EDUCATION NAME: INSTITUTION: A multicultural setup brings people with diverse backgrounds together. The environment in the school should provide everybody with an equal opportunity to realize his/her full academic potential. The diversity should offer a unique learning experience for every individual within the community. However, racism comes up as a major issue in a diverse cultural setup. Racism cuts across the society and it affects the education system. Racism adversely affects the education of diverse students in our community. In spite of numerous attempts for all humanity to have equal treatment, racism exists in our education system. It is evident that racism in our education system contributes to the dismal performance of students from minority groups. Personal observations highlight the fact that racism affects the academic lives of those students who are racially abused. In our education system, the students mostly affected by racism are those from the minority groups. The students mostly affected by this problem are of African and Asian descent. It involves discrimination against these students by fellow students, instructors at schools and through policies which ignore the special needs of this minority groups. Racism as a problem needs a comprehensive approach in finding a solution. The solution should be all inclusive involving the students from these underrepresented groups, the policy makers at school, fellow students from majority communities and teachers...
Words: 753 - Pages: 4
