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Why diversity is important for employees
Why diversity is important for employees
Some of the benefits of diversity within an organization
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Successful Management of a Diverse Workforce
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
However, the key to successfully building a diverse, high-quality workforce for tomorrow begins with a strong leadership commitment and knowledge of where the organization is today. Moreover, experience has demonstrated that successful diversity initiatives depend on positioning the organization first. (Department of Personnel Management, 2002)
Diversity Initiatives: What They Are.
A "diversity initiative" is a company's strategic response to diversity. The initiative looks at the company's needs in the area of diversity and responds with a strategically aligned approach. The initiative should have a long-term focus, as well as very specific goals and objectives. It should also be easily measurable and tied to the organization's overall business strategy. In terms of implementing the initiative, the entire organization - from the top down - should be held accountable. (U.S. Office of Personnel Management, 2004)
Once the vision has been developed, the organization should then develop a diversity plan. The plan outlines the goals and objectives for diversity. Many companies see fit to appoint a diversity committee, comprised of a wide variety of people and perspectives, to help implement the plan. The plan may call for training on diversity, enhancing recruiting efforts to attract and retain women and people of color, or looking at succession planning, among other issues.
Leading a Diverse Workforce
Today we are more likely to encounter, interact with, work with, report to, or manage numerous individuals of different backgrounds, races, ethnicities, religions, belief systems, and cultures. While we all may have the same values, ...
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...ly manages diversity is critical as organizations attempt to attract, motivate, and retain employees from a workforce that is growing in variety and complexity. American business will not be able to survive if we do not have a large diverse workforce, because those are the demographics. The company that gets out in front of managing diversity will have a competitive edge.
References
Stoner, C., & Russell-Chapin, L (1997). Creating a culture of diversity management: moving from awareness to action. University of California. Retrieved April 8, 2005 from University of Phoenix, InfoTrac
Copeland, L. (2004). Valuing Diversity training series. Reprinted with permission from the NOAA Training manual, Silver Spring, MD.
U.S. Office of Personnel Management (OPM). (2000, June). Building and Maintaining a Diverse and High Quality Workforce. Retrieved April 7, 2005 from: http://www.opm.gov/Diversity/guide.htm
U.S. Census Bureau (2003). 2003 American Community Survey data. Retrieved April 10, 2005 from: http://factfinder.census.gov/servlet/ACSSAFFPeople?_event=&geo_id=01000US&_geoContext=01000US&_street=&_county=&_cityTown=&_state=&_zip=&_lang=en&_sse=on&ActiveGeoDiv=&_useEV=
As more interest groups competently voice their right to career development and representation, corporate enterprises are under pressure to foster authentic diversity. These efforts start with leadership awareness and commitment and then include
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.
Diversity management initiatives are long term and strategic in focus. They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl...
Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. With the many legal implications and issues surrounding every aspect of the Human Resource function, the human Resource department must be prepared to resolve issues in a timely and cost efficient manner. With the saturation of laws surrounding personnel, nearly every decision made by the Human Resource Department has the potential for legal suits. Even if the Human Resource department has done everything that is required of them, it can still be costly to defend it. That is why supervisors, managers and workers must be trained on managing diversity in the workplace.
Diversity in the workplace is very important in today’s global workforce because workers in the economy all over the world are currently made up of many different ethnicities, varied cultures, beliefs, and backgrounds. People that are involved in management such as managers, and supervisors could greatly benefit from being accustomed to diversity in the workplace because their job entails dealing with a multicultural work environment on a daily basis. Knowing how to handle diversity in the workforce and having the necessary skills for supervisors would be beneficial not only to them but also to the success of the company and economy because a strong, diversified workforce will create a more “creative, innovative, and productive workforce.” (Kerby, 2012).
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
Diversity Issues In society, today success in many organizations and in our personal lives is dependent on how we understand diversity consciousness around us and how we can use it to our advantage. That’s not to say that people and organizations can’t be successful, but to neglect and disregard the world around us that is so diverse with people, cultures, and different work ethic can hinder a company’s growth, be successful, and make it difficult for a person to become a strong diverse conscious leader. Diversity Leadership Leadership, has many definitions to include exerting influence, motivating, and enabling people to see and realize their potential (Bucher, 2015, p. 218). A common goal is what leaders and the people they work with try
Organizations must be able to manage a diverse workplace to compete in a global market successfully. The human resource management department (HRM) should develop training and assessment programs for addressing diversity in the workplace. The training program should focus on the variety of differences between the employees in the workplace. Diversity training must deal with the issues of how employees perceive themselves and how they understand other employees within the company. The training should explain that it is the perception of others that affects the cohesions in the workplace.
Throughout this semester—as a class—we discussed why and how diversity is important, and how we can manage diversity in successful and productive approach. My aim in this paper is to clarify what—I believe—ought to do as an ethical leader toward promoting diversity. First, I will briefly discuss the importance of ethical leadership and diversity. Then, I will shadow on other dimensions in understanding diversity and how to achieve them. Finally, I will conclude with my personal statement which is: “diversity—besides being a positive tool both ethically and economically— goes beyond to be the guiding tool for a bright future for the mankind. I believe that accepting diversity has a profound positive effect not only for organizations but to all societies worldwide.”
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Employee Participation to help with diversifying racial discrimination 3. Diversity Training by joining women association to develop diversity in this area of management 4. Accountability & Measurement through partnering with woman organization
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Making sure all members, students, parents and guarding’s are welcomed at all times in a well-mannered environment Workplace diversity is important within the organization as well as outside ensuring all different are put aside and everyone can come together and work well as a great team.
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
Consultants and the managers as well as business leaders believe that effectively managing and handling the diversity is the competitive advantage. This advantage stems from the process in which diversity management affects the organizational