The world is not flat and society is realizing that the lines that previously divided the various ethnic, race, gender, generation, sexual orientation, and social groups needs to change to keep up with the economic globalization that is happening. Employers are seeing the value of a globalized workforce and learning to embrace the changes and the opportunities it affords. The workforce demographics are evolving, which is forcing employers to realize and embrace the importance of diversity and the effects on the economy. Diversity management is a key ingredient to fostering a productive and creative workforce. A diverse economy helps creates a strong economy. Webster's dictionary defines diversity as the state of having people who are different …show more content…
Diversity management is needed to help create a work environment that supports the dynamic differences and the many powerful dimensions that diversity encourages. While diversity offers many positives, it can also come with its own set of challenges. Diversity training and inclusion programs are essential to the health of an organization. Different cultures may interrupt things differently, which can cause conflict or a reluctance to communicate (Managing Cultural Diversity). Different cultures may have unique viewpoints or perspectives in terms of time management, teamwork, responsibility and authority. Because of the difference, it possible that team dynamics may struggle so it is important for leadership to provide some type of diversity and inclusion training. Diversity and inclusion training is a means to help increase awareness, educate, and provide strategies needed to work successfully in a diverse workplace with diverse clients. Changing demographics are requiring employees at all levels to gain new knowledge about diversity and inclusion to build more cohesive work teams and to ensure mutual understanding and respect among all employees. Diversity spawns’ intercultural communications and partnerships. As businesses and people merge, there are more connections to be made. With more connections, more frequent …show more content…
Diversity Management is needed to help bridge the cultural divide. Each generation has its own flavor of vision and values and it will take great leadership to fuse the differences. As the collaboration age emerges, we will see a workforce who wants transparency, authentication, innovation, collaboration and a personal experience. Regarding attracting talent, the traditional method of job fairs, campus recruiting, job postings and internet job boards are still used however innovation is needed to develop a brand as an employer of choice. By 2020, it is expected that the social media site, Second Life, will be one of the hottest spots for prospective job seekers to visit as they look for employment. Several tech companies today are already hosting, virtual job fairs on the website. It a low startup cost and can attract an international audience. Millennials were raised during the digital age and are digital natives, they will embrace technology in all aspects of their job search. As employers look to embrace their diversity management strategy they will need to invest in an aggressive marketing campaigns that use the latest and greatest social media trends. Today some of those trends include the utilization of LinkedIn, Facebook, Twitter, and personalized
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
Traditionally, diversity refers to an assortment of races, ethnicities, genders, ages, disabilities and perhaps sexual orientations. A definition of diversity, however, should not be constrained by traditional categories such as these. Such a definition should also include categories such as religion, educational level, life experience, geographic location, socio-economic background, marital status and work experience. Indeed, each person employed by a company possesses unique qualities that encompass many factors.
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).
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse 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.
Companies such as Buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. In order to build a diverse and successful workforce, a business needs to recruit, train, and retain capable and talented minorities.
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Empirical research supports the notion that diversity management can have a positive spillover effect in the workplace. Diversity management is defined as the planning and implementation of organizational systems and human resource practices to maximize the advantages of diversity while minimizing its disadvantages. There are several commonly used strategies in managing diversity. One of the most widespread methods is diversity training. Diversity training is a course of instruction aimed at increasing the participants' cultural awareness, knowledge, and skills in order to benefit an organization by protecting against civil rights violations.
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.
“Diversity is the state of having people who are different races or who have different
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).
Diversity is the state of being different, the difference of race, sex, religion, culture and age etc. A diverse workforce is made up of people with different demographic backgrounds that work within an organization. It is important for the hierarchies of management of companies or organizations to understand these differences and learn how to manage it in order to run a successful organization. A successful organization or company also includes the employment practice where employers do not engage in employment activities that are prohibited by law. It is illegal for employers to discriminate against any applicant or employee on the basis of race, age, color, sex, religion, or national origin (Grimsley).