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Importance of managing diversity in school
Importance of diversity in organizations
Importance of diversity in organizations
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Introduction Employers in the public sector are obliged to meet the requirements of equal opportunity laws and regulations that prohibit discrimination and harassment of employees, and encourage diversity within the workplace. Leaders within the field of public administration have approached the subject of diversity not only as a legal obligation, but as an appreciation of individual differences among employees. In order to explore the role that diversity plays in the field of public administration, this paper will firstly explain and evaluate the concept of diversity. Secondly, individual, cultural, and stakeholder diversity will be explored to determine their impact on what occurs in public agencies. Thirdly, the role of diversity in the administrative process will be discussed. Lastly, the role of diversity will also be examined in relation to Florida Department of Transportation (FDOT) in order to identify ways that FDOT’s leaders can apply principles of leadership to improve governance within the organization. Diversity Diversity within the context of public administration refers to the differences and similarities that exist among an agency’s employees, potential employees, customers and other stakeholders. The differences and similarities include groups that are legally defined by equal opportunity laws and regulations which includes (but is not limited to) ethnicity, sexual orientation, gender and age. Public leaders are tasked with ensuring that agencies follow best practice standards to ensure equal opportunities for employees of each of these groups. In order to do so, public leaders must value the complexity of diversity in order to understand that few employees will be defined as belonging to a particular group (N... ... middle of paper ... ... will improve FDOT’s overall governance, decision making and policy making, and ensure an equal environment for all. Conclusion The issue of diversity in the public sector goes beyond noticeably visible differences, and expands to areas such as culture and population changes. Public leaders manage diversity not only to meet legal obligations, but as a method to improve governance, decision making, efficiency and performance. The role of diversity in public administration is to aid leaders in providing equal opportunities to all employees and stakeholders with in the public sector. Demographic changes are inevitable therefore public agencies can benefit from implementing a diverse workforce by drawing on talent from the widest possible pool. Likewise, by placing diversity at the forefront of policy making, public leaders can attract a diverse array of stakeholders.
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.
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 more diverse the workplace population is, the more likely the organization will be able to solve problems and make decisions because diversity brings with it varied outlooks, approaches, ideas and points of view. Staff members and leaders with different backgrounds can offer different perspectives when evaluating goals and unintended consequences from policy-making and procedural changes. For patients seeking health care, having a diverse workforce increases positive outcomes. Patients receiving care from someone with a similar background leads to increased satisfaction, increased treatment compliance, improved productivity, and a reduction in health disparities (Andrews & Boyle,
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).
Riccucci, N. M. (2002). Managing diversity in public sector workforces. (p. 28). Boulder, Colorado: Westview Press.
The emergence of diversity in organizations can be traced to the 1960s when legislation was enacted to prohibit discrimination against ethnicity, gender, national origin, race, and religion. Even though workplace diversity origins began in the aftermath of World War I, it was not until 1961, when President John F Kennedy established the President’s Committee on Equal Employment Opportunity (EEO), which was to end discrimination in employment by the government and its contractors (Cañas & Sondak, 2011). Workplace diversity continued to be advanced through the years by Presidents Johnson and Nixon administrations.
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.
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
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.
Equality and diversity is an important area within the workplace. It can have an impact on your business in varying ways. While compliance with regulatory requirements provides a basis, those who invest in seeking best practice can gain benefits for staff, clients and their business, but demonstrating a positive, proactive approach can be challenging. Fairness in the workplace is a vital part of a successful business or public body.
The main purpose of policy is to make sure that social inclusion principles are integrated with all aspects of our work they will affect our services in the way that we deliver, to help approach everyday duties and working together as a team an everyday ritual, It’s beneficial to everybody in and around the school/work environment, be understanding and know that everyone deserves the same respect. Working together will not only make a great team for the workplace but will be much more beneficial to the persons receiving and needing support.
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 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.
Public administration is a management that is the use of public affairs and uses of public