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The impact of workplace diversity in an organization
The impact of workplace diversity in an organization
The impact of workplace diversity in an organization
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Diversity is defined as acknowledging, and valuing differences among people, including age, class, race, ethnicity, gender, and disabilities (Clark. L. J., Farnsworth. D., Green. K., Kepner. K., Lopez. M., Wysocki. A.). Many companies if not most are being met with a diverse work environment, to adapt and move forward one should evaluate our mind frames surrounding diversity. Being diverse in our thinking when it comes to diversity, will benefit the company, the workers, and management. The places of employment and communities people reside in are no longer secluded locations. “The are part now part of a worldwide economy competing within a global framework” (Clark. L. J., Farnsworth. D., Green. K., Kepner. K., Lopez. M., Wysocki. A.).
Diversity is the piece that makes the modern workforce so amazingly unique and challenging at the same time. Valuing diversity means creating a work environment that respects and includes differences, recognizing the unique contributions these differences can bring, and maximizing the potential of all employees and the company. In The Loudest Duck, the author describes what often happens when diverse individuals enter the modern diverse workplace. Liswood gives great examples, analogies and shares simple insights into the hardships of bringing people from diverse backgrounds together to accomplish goals. The main emphasis is put on recognizing that diversity strictly by statistics of different races and/or genders present is insufficient.
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.
One of the best definitions for diversity I have come across says, “Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to the groups and organizations with which they interact ” (Rasmussen, 1996, p. 274). This definition has three noteworthy points. First, it describes diversity as a mosaic, which is different form the traditional label of a melting pot. A mosaic enables people to retain their individuality while contributing collectively to the bigger picture. Second, this definition of diversity applies to and includes everyone; it does not rule out anyone. According to this definition, we are all diverse. Finally, this definition describes diversity as an asset, as something desirable and beneficial! When viewed from this perspective valuing diversity is openness, fun, and can even be a cause for celebrating in discovering how we can join together to create more as a united team than any one of us can on our own. It is vital to business survival that the workplaces strive to attain this ideal collaboration.
We need to be aware of the diversity in the classroom. Cultural diversity includes: bi-racial, adoptive, immigrant, gay, and step-families. It is a large majority of the students today even in my generation. Focusing on making a balanced curriculum that exposes the students to all of these different backgrounds is very important. I know that it is likely that a teacher will not be able to cater to every student, but it is important to involve each of them. There is a large percentage of students that have dropped out due to the lack of having a connection with the curriculum. It is frustrating that we are lacking progress in our schools to help these children connect when studies show that each cultural group will soon be equal in numbers. We need to form a better
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).
The world is changing and so we are. In the global era where competition do not remain as territorial where constant change is the way toward success. As organization operate in the global world the people working within becomes diverse.
One of many problems encountered in philosophy is the idea of how diversity ties in with unity. Diversity is thought to be all about race but rather diversity is the composition of different aspects that construct an individual or object; the economical status of a family or individual can be one aspect of what diversity is. Diversity is very obvious but the concept of unity leaves one to wonder if unity truly exists. I believe that diversity and unity have close ties with each other. For example, the world consists of many different aspects such as people, oceans, rocks, plants, air, stars, animals, etc. These aspects help to support the universe and without these aspects the universe would not exist. My philosophy is that diversity in
Diversity is defined as race, gender, age, language, physical characteristics, disability, sexual orientation, economic status, parental status, education, geographic origin, profession, life-style, religion, personality, position in the company hierarchy and any other difference[3]. In other words, diversity refers to ...
Diversity as a concept focuses on a broader set of qualities than race and gender. In the collaboration of cultures, ideas and different perspectives results greater creativity in the corporate business. Many companies are focusing on corporate diversity initiatives to improve organizational performance. In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognizing the unique contributions that individuals with many types of differences can make, and creating a work environment that maximizes the potential of all employees. In the recent years due to rapid changes in the economy and globalization, corporations are facing competitiveness in delivering innovative products.
There are many definitions relating to diversity, equity and inclusion that and sometimes the terms used interchangeably. Definitions that are helpful in understand the concepts are as follows. Diversity can be the sum of the ways that people are both alike and different. The dimensions of diversity include race, ethnicity, gender, sexual orientation, language, culture, regions, mental and physical ability, class, and immigration status. While diversity itself is not value-laden term, the way that people react to diversity is driven by values, attitudes, beliefs, and so on. Full acceptance of diversity is a major principle of social justice. I personally didn’t have that much knowledge about the diversity social justice because I came from
Organizational Diversity represents the differences amongst people that are likely to affect their acceptance, work performance, satisfaction, or progress within the organization. It shows the ins and outs of an organization as well as how having a diverse workplace will benefit your company through several factors and perceptions of many different people.However, there are two different types of diversity, the first being Surface-Level diversity which deals with the observable attributes such as race, ethnicity, sex, age etc. The next type is the Deep-Level diversity which deals with the attributes that aren’t as openly visible but can be inferred after experience, like certain attitudes, beliefs, values, and or personalities. It is so important
Diversity is a value that shows respect for the differences and similarities of age, sex, culture, ethnicity, beliefs and much more. Having a diverse organization, helps notice the value in other people and also how to teach respect to people that might not know how. The world is filled with different cultures and people that might believe in different things as you, but that doesn’t mean you need to treat them any different. It is imperative for people to grasp diversity because it’ll help people how to engage with others in a respectful yet a hospitable way.
While there are plenty of potential benefits for organizations that are diverse, there are also some challenges that they may face. One of the first and most difficult challenges that a diverse organization may face is the risk for unconscious bias, prejudice and stereotyping (Nelson, 2014). It is understood that most people struggle with things that they do not know or understand. Managing diversity is more than simply acknowledging differences in people; it involves recognizing the value of differences, combating discrimination, and promotion of inclusiveness. This is not always an easy task.
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.