Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Importance of managing diversity in an organisation
Case study on gender diversity in an organisation
Importance of managing diversity in an organisation
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Importance of managing diversity in an organisation
One way to work on diversity within organizations is diversity training. According to Risberg et al. (2012) training initiatives are meant to create awareness, where the apprentices are introduced to different values, behaviors and norms in order to foster interaction with people from different backgrounds and create a certain level of tolerance. The trainings are also aimed to create skills for a diverse work environment, where the participants are prepared to face and handle diversity on a daily basis at their work places (Risberg, Beauregard, & Sander, 2012). However, the impacts of the trainings in the individuals are difficult to measure and control, since the knowledge learned is difficult to place in everyday work life. It is believed that this kind of …show more content…
Therefore, the training must be constant as individuals within the organization start to change behaviors and embrace diversity (Risberg, Beauregard, & Sander, 2012). Risberg et al. (2012) state that diversity training programs cannot be the sole foundation of diversity management; other diversity oriented programs must be in place.
Unconscious bias trainings can be beneficial for the employees to understand which mechanisms to be aware of when an organization is working towards becoming more gender diverse. Research suggest that men and women are measured differently at their workplaces (Kanter R. M., 1977). According to studies by Pollard (1999) biased reactions are unconscious, the result of stereotypical connotations where people are habitually unaware of their actions. Moreover, according to social psychology research, the regular human process of categorizing and related cognitive biases can result in and continue the individuals’ implicit dependence on stereotypes (Lee, 2005). Moule (2009) define a stereotype as a naive image or biased truth about a group or individuals according to a
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises (3rd ed.). Upper Saddle River, NJ: Pearson.
In summary, most workplaces are becoming increasingly diverse as people from different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. The key to making diversity work is management. Knowing what they are and understanding what effects (positive or negative) they have on the organization is very important to the success of the company.
Depending on the definition, diversity is a word that can have multiple meanings. There is truly no one answer to a word that covers a lot of territory and that is loaded with much potential. The secret behind finding “a” source of diversity is to break it down into sections. Though you might be able to address two or three aspects of diversity, there is still more layers behind it to be peeled away. Touching on several aspects at a time can only give an overview of how you wish to pursue solutions. With regards to finding solutions, you have to first become active in the task and take on responsibility of yourself to “want to do something about it for the better good.” Moran, Stueart and Morner (2013) defined diversity as “a broad term encompassing not only race, ethnicity, and gender, but also such characteristics as age and physical ability” (p. 190). Thurston (2012) reported “despite the attention paid to this issue over the past forty years, here has been little noticeable change in levels of diversity among members of the profession” (p. 360).
There are some barriers that need to be addressed when implementing a diversity program. Through the programs rollout, employees will be informed that hiring diversity within the organization will not sacrifice the company’s quality and employee competency level.
Implicit Bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions unconsciously. (Kirwan, 2015) The implicit bias, which includes both favorable and unfavorable being personal, are activated involuntarily and without an individual’s awareness or voluntary control. The implicit interaction subconscious
Every person their own unique attitude and beliefs that will affect their understanding of diversity, equity and democracy due to the fact that everyone is brought up differently. Diversity means range of different things, where if a person is exposed to more experiences in life, their understanding of diversity is in a much wider range. For instance, being born in a multicultural country such as Canada rather than the opposite will have a larger influence in the way of their understanding of diversity of different cultures and races. Whereas, equity means the quality of being fair and impartial. Every person is born in a different environment and lives through many different experiences. For example, a person born in a low income family, in
Merriam-Webster defines diversity as “the condition of having or being composed of differing elements; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization” (Merriam-Webster, 2016). With diversity including many different elements, the concept of workplace diversity also covers a broad spectrum of topics, and continues to evolve as many companies look to expand globally. This subject has become increasingly important among managers over the last couple of decades, and has helped to reinforce other concepts such as affirmative action and equal opportunity employment. While most people believe that everyone should have the same opportunities available to them, and that we
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
knowingly broke the law by entering the country illegally. Another concern is that it encourages future flow of illegal immigration into the United States.
The strategies that I think are important when comes to developing diversity consciousness are take an active role in education yourself. It is important to educate yourself about other cultures . This allows a person to have better understand of their co-workers’ ethic background. Another important strategy
A nation of immigrants came about in the new world, founded on one common belief. We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness. This creed, this founding belief has brought us so far and yet in so many fields of study, there has been a constant divide between races, religions, and cultures. This has been a phenomenon that has now stretched since the year 1640 when the first slave John Casor set foot on American soil. Throughout this paper, I will discuss how the perception of the outdoors is systematically tied to the idea of success in America.
A basic problem regarding the implementation of diversity into the workplace is that its approach sometimes does not fit the interpretations of equity and equality according to the context in which it was meant.
Workplace diversity refers to the variety of differences between people in an organisation, Diversity comes down to acceptance, respect and understanding of one another in the workplace, even when you may disagree, you need to be understanding and try your best to relate to everyone and embrace their unique differences.
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.
Unsurprisingly, implicit bias training may be particularly successful at challenging prejudices that exist in individual’s subconscious. Simply put, its primary goal is to first acknowledge the existence of a prejudice and then attempt to use newly acquired awareness of the bias in order to challenge its effect (Mundy 69). Evidence shows that gender diversity training can have a positive impact on diversification. For instance,