There are two levels of diversity, and the first one is called Surface-level-diverstiy. This kind of diversity is perceived as the physical type of diversity, the one that you can see, touch and feel. This would be your age, height,disability, gender, skin color, weight or even the clothes that you are wearing. These are the factors that trigger stereotypes from people or how people judge you. How people judge you based on how they see you. The other level of diversity is called the Deep-level-diversity, this diversity can be classified as the factors that cannot be seen at first glance. Some examples would be religion, emotion, gender preferences, values, or personality types. Another angle that we can look into about the surface level and the deep level diversities are how we handle differences. We often hear companies say that they have a very diversed workforce. But upto what extent are they committed to this diversity? Do they have policies regarding this? And what do they do for employees to feel welcome? Sometimes surface level diversity doesn’t only mean that you have different groups of people working for you. But the tolerance of difference and the acceptance of having these differences in your company are considered …show more content…
This will also show what the structure you have as a company. By then, you can plan your company’s goal. I believe that the S.M.A.R.T. goal setting plan should be used for this part of the process. It should Specifically target the diversity openess, Measurable in a way that you can see and feel the results. Attainable meaning, you wont make your employees feel pressured to do something. Making sure it is Relevant to the company’s culture, and of course it should be done in a Timely
The real definition of diversity includes different elements of the identity and culture of each person. Diversity involves cultural differences, such as origins, religious or political affiliation, race, and gender, and other more profound differences, such as experiences and personality. As Banks argues in her research, the real definition involves several elements of our identity (149). Therefore, the way in which we define and conceptualize diversity affects the way in which we interact with people of others culture, race, and affiliations.
Thinking about diversity and all it encompasses can be overwhelming, to put it simply it is the differences between people. Often we see diversity as a skin color or gender but there is so much more to it. While those things are part of diverse people, it can also include religion, age, income, sexual orientation, disability, appearance, ect. All of the diverse traits can influence how the world treats a person. We see diversity as an important and valuable aspect of society, but not all people agree with us. There is prejudice, stereotypes, bigotry, oppression, and privilege in our world. Prejudices and stereotypes are closely linked. Stereotypes are generally believed concepts about a group of people. Prejudices are one person’s or group’s opinion about a person based on the group they belong to. Both of these can negatively impact people in often sexist, racist, or homophobic ways.
It helps to promote the organization which leads the company in the direction of becoming an international force to be reckoned with. When diversity is embraced in an organization, it grows the global portfolio and provides employers and employees with multiple options. It helps a person learn to be flexible and to overcome obstacles that get in their way. We all know that the world is diverse with many different cultures, genders, religions, and ethnicities. However, implementation of diversity is imperative within an organization because it allows access to a larger pool of complex ideas. As demographics shift globally, diversity is a necessity that organizations need to embrace in order to show their commitment to being open to change. Diversity in the workplace is important for the organization and the employee because it allows the organization to flourish through outreach and recruiting efforts.
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.
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 mature individuals must demonstrate contextual knowledge. This knowledge is showed by understanding his or her personal objectives. The individual must know what he or she plans to accomplish before working with others to help develop their personal goals. Also by knowing the organizational objectives, the individual can develop a team to strive towards the bottom line of the organizational goals. Finally, the individual must be able to provide conceptual clarity to the team. This clarity will help the team understand how and why these ideas were created. The one thing a manager does not want is for the team to think everything is just busy work and not for a specific purpose.
The components of a diversity mixture can be people, concepts, concrete items, or abstractions. If you are reflecting on the many ways your employees can vary (by race, gender, age, education, sexual orientation, geo...
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Diversity in the workplace can relate to having staff/employees from a wide rage and different backgrounds, this can include employees of different gender types, physical ability, age, preferred sex, religious belief, life experience, educational background, hardship, all of the above relate very strongly to diversity in the workplace. A workplace diversity policy is to create and manage a workplace environment that encourage
When most people think “Diversity” they think of the most communal characteristics: such as: Age, race, gender, sexual orientation, body type, ethnicity, and a person’s
In the world, today diversity has evolved from the early days and is defined by our diverse world in many ways. In the early days and in some areas in the United States today, many define diversity as racial and gender differences. Racial and gender differences only describe a fraction of diversity and is much more than that. Diversity are the ways how people act, think, eat, and express religion. The differences in everyone makes the term diversity exist and everyone can learn something from other people to help expand their understanding and hopefully shed light on their own differences or diversity that they provide to the world. Bucher (2015) states that, “Our ability to recognize, understand, and adapt
The Merriam-Webster Dictionary (n.d.) 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”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
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.
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.
Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of harvesting greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective human resource management, which can improve workplace productivity.