Workplace diversity begins with management and spreads throughout organizations. Administrators must find ways to create work environments in which all staff members feel supported. This is particularly challenging as the world grows smaller and varying ethnicities blend in assorted talent pools. Managers can exercise several practices, in unison with technology, to support this environment.
Administrators Role in Diversity Cultivation
Today, competent administrators show sensitivity to individual needs by encouraging upward mobility among all staff members. These forward-thinking leaders understand how important it is to treat all people fairly and equally and take into account the dynamic forces that exist among employees. Sincerity in
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While seeking talent with varying experiences and backgrounds, managers may make errors, but it is important to practice honesty and transparency when this occurs. Moreover, administrators that are unfamiliar with diversity initiatives should seek mentorship for helpful insights and guidance.
Everyone Has a Talent
While it is commonplace to view differences as faults, appreciating individuality is a worthwhile challenge. Company leaders can foster diversity by paying attention to employees’ positive characteristics, which will maximize each employee’s potential and serve as catalysts for organizational growth. By encouraging diversity - rather than conformity - leaders can incite creative thinking in the workplace, which is a valuable asset in a highly competitive marketplace.
Cultural Immersion Facilitates Understanding
Managers who sincerely want to embrace diversity can seek support from sympathetic peers. By associating with other professionals from varying backgrounds, company leaders can build genuine bonds and connect with those of other cultures, while making valuable career contacts. When networking with others, it is beneficial and important to recognize and appreciate others’ cultural
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As leaders, enterprises give them the authority and responsibility to create a hospitable work environment by guiding others in mutual respect. Workplace biases only serve to undermine potential that could benefit an organization and its employees. People from varying ages, genders, ethnicities and regions all have valuable contributions to offer, and as the corporate world increasingly hires from a global talent pool, fostering understanding is increasing in importance.
True Sincerity Fosters Diversity
Insincere diversity initiatives are ineffective as employees and consumers carefully observe enterprise activity. These individuals can easily spot insincerity. While it is difficult to overcome a closed-minded corporate culture, modern enterprises are doing just that, because ultimately, a firm’s diversity can define its brand identity.
Diversity
Today, competent administrators show sensitivity to individual needs by encouraging upward mobility among all staff members. These forward-thinking leaders understand how important it is to treat all people fairly and equally and consider the dynamic forces that exist among employees. Sincerity in these matters is important, because a manager’s actions far outweigh their statements. Therefore, workplace leaders must learn to pinpoint and cultivate each employee’s special skills and promote upward or lateral mobility by providing training for the entire talent pool. To this end, managers must continually seek opportunities to learn more about diversity.
Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities).
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.
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
Riccucci, N. M. (2002). Managing diversity in public sector workforces. (p. 28). Boulder, Colorado: Westview Press.
This paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. It is divided into four parts. Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts II characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Part III denotes religion, where as more employers are beginning to recognize the need to allow employees to take time to pray. Part IV symbolizes the personality traits in diversity and how “different” is not always viewed as wrong but can be an incentive to other employees.
The diversity of an organization’s workforce and taking affirmative steps to attract, develop and retain diverse employees has become an essential component to business success. It is to encourage managers to use all resources when recruiting to enhance the cultural diversity in their work place as “dynamic atmosphere of collaboration”.
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
Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative action and equal employment opportunity programs on the nation's work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force representing a microcosm of our society - yet one that continues to struggle with its identity. Diversity as a social condition is not new to America. We were founded as a nation of Diversity. “America has always been a merger of cultures and, as such, has undergone periods of discomfort as the world's melting pot” (HistoryChannel.com). Ostensibly, the modern American workplace is a simmering pool of diversity. Focused in its early years on racial equality, the movement widened its scope to include equality based on gender, age, sexual orientation and disabilities. And as members of these various groups struggled for recognition, they developed a new sense of pride in what made them distinctive.
Higher Education has become infiltrated by a culture of consumerism and entertainment, as exhibited through the amenities offered at many Universities…an evaluation of the issue uncovers a perception of entitlement and the idea of working less, yet wanting the same monetary gain, if not more (Edmundson, 2015, para.2). It is also noted, that teachers give students high grades and reduce assignments, with hopes that the teachers will receive positive evaluations from the students. Both Edmundson and Freire realize there are some problems with the education system and should be commended for their work on higher Education reform. What Edmundson fails to consider however, is the necessity for institutions to give in to the consumerist approach of
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).
Organizations today have a social and ethical responsibility for managing diversity and ensuring the culture of the company is one that values the employees no matter the background. Workforce diversity consist of similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex and sexual orientation. Organizations are focusing on cultural diversity due to globalization (worldwide growth), generational gaps, increased global competition, and due to the increased social and economic fairness and morality. For whatever the reason, organizations who focus on cultural diversity initiatives, are putting themselves in the driver seat for longer-term
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.
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.
A major challenge and benefit to a diverse workplace is diversity itself. It can produce a lot of different scenarios where people’s differences can allow for great prosperity or great dysfunction. The American workforce has changed a lot. It used to be comprised of white males and now it is grown to include women, minorities, gays and many other different primary and secondary characteristics (Ferrell, Hirt & Ferrell, 2012). That has brought upon a new world of innovation and turmoil.