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The Impact Of Diversity In The Workspace
Impact of diversity on employee performance
The impact of diversity programs in the workplace
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I feel that placing the responsibility for diversity initiatives within the Human Resources department will limit the overall effectiveness of the initiatives for the simple reason that Human Resources is only a small part of the total organization. When an organization really wants to make changes and have someone or something succeed it will be embraced from the top down. Human Resources in some organizations does little more than recommend new hires to the people who will do the actual hiring. They may possibly recommend many minorities and women but ultimately the actual hiring will be done by someone outside the Human Resource department. How can a department be tasked with the overall success of an initiative if they ultimately can make
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).
Diversity management efforts are based on a voluntary commitment to accept each individual’s uniqueness and to respect and learn from individual differences. In fact, diversity management efforts require a great deal of commitment particularly since it includes more than just image based differences (Cole, Salimath). Because it includes all differences and actively works to change prejudicial attitudes and beliefs, diversity management is the perfect complement to affirmative action. Together they can create an inclusive society that is race- and gender-conscious. Being race- and gender-conscious will highlight each individual difference which will facilitate acceptance without judgment and insensitivity.
The hiring process could change in a way that they have to take a couple of diversity test to see where they stand on topics like this. Employees that are already hired could use the same training people get that just got hired. Training like this includes different test online from leadership to being diverse. The more test you have employees take the more information they see about being diverse. Not only will this put the information in their brain, it can help them be more diverse at home and the
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.
With the implementation of diversity into the place of work there will be barriers and challenges that would be faced by the organisation and its employees. Diversity needs to be managed effectively by the organisation and when done so will benefit the organisation immensely and promoted harmonious relationships in the workplace.
Diversity is a notion, when applied to the majority of circumstances, can create a positive conclusion. The trick to producing a positive outcome is often how the different aspects are brought together. Consider a classic dinner combination peas and carrots, the two colors look appealing and the two flavors comes together as one making a superb side dish. Now consider oil and water, these two substance are not often considered a good combination. Although, this is not always the case; olive oil and vinegar (which is water based) when mixed, come together into a delectable salad dressing. Diversity and inclusion should also apply to humans by bringing people together who are different it can creates a whole that is enhanced by the uniqueness of each individual.
Situation Rochelle Beauport is one of the few women of color in Hy Dairies, Inc. marketing management team. She is now being offered a new position in the company after two successful sales quarters. Since Rochelle was assigned the gourmet ice cream brand last year, which has had impressive results, she would be the one to take credit for the increased sales of the company. Needless to say, her career at Hy Dairies, Inc. seems promising. Rochelle’s manager, Syd Gilman (Vice President of Marketing), wants to reward Rochelle by offering her a new position of Market Research Coordinator.
A strategic response formulated by top management of an organization to acknowledge, value, unify and manage the presence of variety among the workforce related to culture, religion, gender, age, national origin, race and their statuses. Meaning of diversity as defined in Merriam-Webster Online Dictionary (2010); the condition of being diverse: variety; especially: the inclusion of diverse people (as people of different races or cultures) in a group or organization; programs intended to promote diversity in schools. Even though the differences in the human factors are indisputable, corporations can reap enormous benefits from the existing diversity by valuing and managing it properly. Inclusion of diverse workforce, added persistence, and committed approach by the management will bring the intended outcome.
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.
V.O. Highly regarded for its diversity initiatives, “San Jose State University has a long tradition of supporting and celebrating diversity and inclusiveness throughout our campus community.” Despite the university’s efforts, many of their students have been vocal about how they still feel the unknown expectation of typical gender binary roles.
Implementing a diversity training and organizational development (OD) that is targeted in enhancing diversity training in an organization can be a challenging task. However, if it is done in the right way, it can bring in positive results that make the organization attain its goals in the most effective way. The training must focus on ensuring that all the needs of the employees are met regardless of where they come from or their abilities. Here are some of the ways that the ways that it should be carried out. Make sure the diversity needs require training and development
Of course there is the misconception that affirmative action and diversity training are the same. Affirmative action can be mandatory or voluntary to some. However, mandated affirmative action is more so a corporate requirement; Hoping to achieve a diverse workforce, through test, outreach methods, and diverse pool s of applicants. While these two interventions build upon one another. When you tie affirmative action to diversity training together; it often becomes surrounded by a negative perception that affirmative action holds on its own. The resistance of diversity management manifests itself in many ways. For anyone that’s not considered to be a minority may feel forgotten about. The most detrimental cause is having employees be resentful
Support employees to engage with others effectively: giving certain amount of opportunities, such as diversity skills training, team gatherings, activities outside the working environment.
These variables include controls for student background characteristics, academic preparation/ability, high school socialization experiences, political orientation, and predispositions for the outcomes in order to determine the impact of particular behaviors and experiences during college. For the remaining outcomes, we included proxy controls for related predispositions at college entry. For instance, for Civic Engagement in Public Forms we included the single-item measure capturing whether students had participated in organized demonstrations in the past year in high school, and for Civic
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.