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Importance of a diverse workforce
Implications of workforce diversity
Diversity and Demographics in the Workforce
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An Ethical and Diverse Hiring Process
The downturn of the global economy has instigated companies to re evaluate their workforce. How do we work smarter, more efficient and become a leaner diverse workforce to meet the competitive challenges? The base line process is hiring the best resources available that can be a fit for the culture, have the skills required, enjoy where they work and feel like they are contributing. Diversity in the work place is among the top points on most companies mission statement. An overview includes why a company should care about how ethical hiring practices, testing processes and the removal of bias can all contribute to a high performance workforce.
Ethics in Diverse Hiring
In a global economy a diverse workforce is mandatory to meeting the needs of all clients, internal or external to the company. The challenge to most organizations is how to meet the skills and experience required and establishes effective selection devices determined to fair and unbiased. Once established, determine methods for making the hiring decision. The goal is to remove or mitigate the potential for adverse impact. (Aamondt, M. 2012 pg. 229) It is imperative in the hiring process to decide how to ethically consider race or gender and the role it will play in the hiring process. As well, the culture fit vs. testing performance as an affective selection method, but most important remove personal bias form the equation. Develop a hiring process and training plan for the hiring managers on your final process, this step is key to building a high-performance culture.
Gender Or Race
The hiring process required to build a high performing team should consider race, gender and experience mix. Diversity, if all milestones or test...
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...force Study 2010. Retrieved From. http://www.accenture.com/SiteCollectionDocuments/PDF/Accenture_The_High_Performance_Workforce_Study_2010.pdf
Wall Street Journal. (2012) Guides.wsj.com – Management – How to increase workplace diversity?. Retrieved From. http://guides.wsj.com/management/building-a-workplace-culture/how-to-increase-workplace-diversity/
Demuijnck, G. (2009). Non-Discrimination in Human Resources Management as a Moral Obligation. Journal Of Business Ethics, 88(1), 83-101. doi:10.1007/s10551-009-0100-6
Alder, G. S. and J. Gilbert: 2006, ‘Achieving Ethics and Fairness in Hiring: Going Beyond the Law’, Journal of Business Ethics 68, 449–464.
Hattrup, K., Rock, J., & Scalia, C. (1997). The Effects of Varying Conceptualizations of Job Performance on Adverse Impact, Minority Hiring, and Predicted Performance. Journal Of Applied Psychology, 82(5), 656-664.
Institutions in the businesses sector are swarming in racial discrimination, much of which is covert and difficult to detect and prove. Racial discrimination excludes, marginalizes and exploits those citizens who are discriminated against, ceasing any opportunity for economic progress and development. Under certain regulations some businesses are required to diversify their workplace by hiring certain amounts of people of color, but in reality these small quotas do not do much for the overall condition of the people who are being discriminated against. Businesses that fail to take action on racial discrimination tend to have lower levels of productivity. This stems from employees not being interested in working hard, or because people with exceptional talents and skills choose to shy away from certain places of employment due to the fear of racial discrimination. Employees who feel wronged also tend to switch jobs, forcing the organization to spend more time and resources on hiring and training new employees, besides coping with the low productivity of a new employee. (Nayab)The effects of racial discrimination in the American work force could be identified with funded research on the topic. With ample data employers will be able to better understand the negative affects that racial discrimination have
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.
Decreasing the disparity among whites and people of color eventually leads to higher productivity, stronger work ethic, and better team functioning. “Diversity enhances and affects group performance in diverse teams” (Van Dijk, et. al., 2013). As stated by researchers Winfred Arthur, Jr. and Dennis Doverspike, to have a diverse and successful working environment, employers and business leaders should work on limiting the role they play in privilege and accept more applicants from minority backgrounds (2005). According to researchers at the Texas A&M University and the University of
Discrimination is known to exist in all workplaces, sometimes it is too subtle to notice, and other times it is exceedingly obvious. It is known that everyone subconsciously discriminates, dependant on their own beliefs and environments that surround them. However, discrimination can be either positive or negative in their results, and sometimes discrimination is a necessary part of life.
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
The approaches used in diversity training owe much on the history of this practice. Diversity training came to be as a result of a universal call to affirmed action that revolutionized the demographic composition in organizations (Paluck 580). Originally, companies instituted diversity measures to counter legal implication threats. The practice evolved from being a single day event to a continuum occurrence that characterized hiring, retention and rewarding of employees. This was actually the birth of the diversity management practice, which modern organizations are trying to catch up with. It is important to discuss the approaches here because they help critically analyze on whether diversity training help in bettering performance in an organization or not.
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).
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.
Abstract- Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race, religion, or any other numerous things. Also, discrimination can occur during the job interview or even after you got the job. This paper will shoe the effects of racial discrimination and how it can be prevented. In addition there are some very important laws that deal specifically with discrimination, like the NAACP or Affirmative Action. These both will be discussed.
Shen, J., Chanda, A., D’Netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
The effective Human Resource Management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than any other aspect. The fundamental concept behind Equity is an attempt to balance what has been put in and taken out at the workplace with a feeling of justice being served. Unconsciously, values are assigned to many various contributions made to the organization, hence causing an air of misbalance in the environment. There has always been a disparity in the view on the desirability or the cost effectiveness of policy measures. The importance of equity or reducing discrimination has gained a lot of attention in the labour market (Milkovich, Newman & Ratnam, 2009).
A group need members who possess diversity of skills. A company should have workforce that ...
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.