1.0 INTRODUCTION
The issue of managing diversity in the workplace is relevant, interesting, fresh and useful. Managing diversity focuses on maximizing the ability of all employees to contribute to organizational goals. Affirmatives action refers to actions required to defeat the effects of past discrimination, or other barriers to equal work opportunity. The shift from a manufacturing to a service economy, the globalization of markets, new business scheme with more teamwork, work together with different corporate cultures of mergers and alliances and changing labor market are the five reasons why diversity has become a dominant activity in managing an organizations human resources. (Wayne F. Cascio, 1998)
2.0 CONTENT
2.1 Dimensions of Diversity
Variety in a workplace is viewed to be mass and popular fact, no matter of country or neighborhood. Different people experience different culture, drug abuses and these conflicts are normal. The diversity of experiences and perspective which are arising from differences in race, civilization, faith, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity and other characteristics (Myrtle P. Bell, 2001). In an organization the workforce profile composed the worker group that show differences, demographic or other features, diversity emerges. The criteria showing these groups include race, geographic origin, ethnicity, gender, age, functional or educational background, physical and cognitive capability, language, lifestyles, opinion, cultural setting, economic class, tenure with the governing body, and sexual preference (Galagan, 1991; Bhadury et al, 2000).
Dimensions of diversity include, but are not restricted to: age, ethnicity, descent, gender, physical ab...
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...seeing your own culture, identity, biases, prejudices, and stereotypes, and willingness to challenge and change institutional practices that present barriers to different groups.
Managing diversity means acknowledging people’s differences and recognizing. These differences as valuable, it enhances good management practices by preventing discrimination and promoting inclusiveness. It is frequently hard to find out what part diversity plays in a specific field of management.
Differences have existed both in the company and the workforce today and will proceed to increase at a rising pace. Thither is a moral obligation for each individual to become mindful of these conflicts and honor each person as unique human being. In edict to be successful, proletarian and the directors need to become culturally competent. Therefore, the report has reached an acceptable conclusion
Diversity has many definitions but only one true meaning. This concept Analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of the term itself.
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises (3rd ed.). Upper Saddle River, NJ: Pearson.
Dental professionals have a commitment to respect diversity and create equity of access to dental care for everyone (GDC, 2014). Diversity describes any dimension that can be used to differentiate an individual from others. It requires understanding that each individual is unique and accepting and respecting these individual differences (QCC,2013). These differences could be along the dimensions of race, ethnicity, religion, disability, sexual orientation, gender, age, socio-economic status or other ideologies (QCC, 2013). Understanding the impact that these differences may pose is vital in dealing professionally with people from diverse backgrounds and delivering equal treatment for all. Equality refers to identical treatment in dealings quantitates and values (Braveman, and Gruskin, 2003). Thus, creating equality for all might not mean that there are no disparities between different groups. Equity on the other hand refers to fairness and the equality of outcomes and involves recognizing aspects of a system that may disadvantage a certain group and correcting them (Braveman, and Gruskin, 2003). Therefore, in order to overcome potential pitfalls that may create inequity to access, there is a need to explore the different factors encountered in our diverse society that may create these issues. As an example, patients from different ethnic backgrounds may be faced with barriers accounting for the less frequent use of dental care (CQC. 2010). This group will be used as an example and some of the issues behind this inequity of access will be looked at further.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
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.
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...
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).
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 and inclusion should also apply to humans; by bringing people together who are different, it can create a whole that is enhanced by the uniqueness of each individual. What are the dimensions of cultural diversity? In this week’s readings, the subject of dimensions of cultural diversity were covered comprehensively in both books. Understanding and Managing Diversity presented a nicely laid out illustration. Primary Dimensions Secondary Dimensions Age Geographic Location Gender Military & Work Experience.
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 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.
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
Within an organization, there are always people that think and behave differently, all dependent on their personal values and cultures. Efficient managing of the human resources is an art, and it is hard to find a perfect solution/combination. It is important that management recognize and understand that people work differently. This is why it is important to have strong cultural foundations that also guides how employees are expected to behave and work. Thereby it should be easier for management to utilize the work force diversity to something meaningful.
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:
The importance of diversity, advantages and disadvantages/problems that arise in the workforce will be discussed, as well as the key tools and strategies supervisors need to know about managing diversity in the workplace.