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Abstract on benefits of diversity in workplace
Essay on diversity in corporate company
Abstract on benefits of diversity in workplace
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Introduction
Workplace diversity practices refer to efforts organizations engage in to provide an inclusive corporate culture that values differences and promotes opportunities for all employees.
Traditionally, diversity programs have focused mostly on race and gender and other physical dimensions. However, today¡¦s definition of diversity covers a broad spectrum of individual and group differences ranging from work styles and generational perspectives to political and religious preferences. The illustration below represents how diversity can be understood from a corporate/business point of view:
Under the umbrella of diversity practices, organizations are employing methods of understanding and relationship-building that encourage the voices of all employees to be heard and embraced. To gain a competitive advantage, organizations are learning that perspectives of diverse employee groups add value and creativity to organizations¡¦ strategic direction. The practice of embracing and leveraging differences for the benefit of the organization through the collaboration of cultures, ideas and experience is something most organizations strive to achieve in today¡¦s global marketplace.
The Importance of Diversity
Diversity is even more relevant due to the interconnectivity of global markets. The world no longer operates in silos, nor do businesses. To remain competitive, organizations must understand the preferences and needs of their diverse customer base, which may include ethnic and cultural groups that go beyond simply race and gender. The intricacies of knowledge necessary to serve a wider market share require that organizational leadership rely upon a conglomeration of ideas.
Successful management of today¡¦s increasin...
... middle of paper ...
...ogram, diversity must be woven into the fabric of the organization.
References
1. Lockwood, N. R. (2005). Workplace diversity: Leveraging the Power of Difference for Competitive Advantage. SHRM Research Quarterly.
2. Mor Barak, M. E. (2005). Managing Diversity: Toward a Globally Inclusive Workplace. Thousand Oaks, CA: SAGE Publications.
3. Australian Center for International Business. (2001). Diversity Management: The Big Picture. ((http://www.diversityaustralia.gov.au/_inc/doc_pdf/diversity_management.pdf)
4. Gardenswartz & Rowe. Statement of Philosophy and Approach Regarding Workplace Diversity. (http://www.gardenswartzrowe.com/about.html)
5. Esen, Evren. (2005). 2005 Diversity Workplace Practices: Survey Report. Society for Human Resource Management. (http://www.shrm.org-hrresources-surveys_published-2005_Workplace_Diversity_Practices_Survey_Report.pdf)
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.
Stoner, C., & Russell-Chapin, L (1997). Creating a culture of diversity management: moving from awareness to action. University of California. Retrieved April 8, 2005 from University of Phoenix, InfoTrac
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation. Web. 29 June 2015.
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...
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.
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 is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
A basic problem regarding the implementation of diversity into the workplace is that its approach sometimes does not fit the interpretations of equity and equality according to the context in which it was meant.
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 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
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.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.