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The Impact Of Diversity In The Workspace
Diversity within the workplace
The Impact Of Diversity In The Workspace
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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.
To do this, organizations have to establish these objectives and communicate to employees. For employees to value diversity, they need to understand what the organization is trying to achieve.
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However, acceptance is a mutual respect for a belief or idea that welcomes and approves differences. Both bring a range of perspective that requires an acceptance as well as an understanding of how we are all different. In the goal of encouraging men and women to develop relationships, what they can learn from each other can provide insight of their differences, values, standards, and expectation and create a culture which they both feel comfortable and appreciated for their contributions to the …show more content…
This maybe voluntary by the individual but if the organization is promoting this behavior then it can be deemed as an acceptable culture. There are laws in effect that have resulted in the workplace to promote diversity and establish principles that include equal opportunity on the basis which women are underrepresented. However, many diversity initiatives in the workplace call for tolerating differences in individuals. As a result, personal prejudice is possible and unconscious discrimination in the treatment of men and women can occur. It is important for organizations to promote an acceptance philosophy by effective diversity training programs that foster an inclusive environment. When employees feel they are included and personally involved with diversity, they become more aware of biases and simulate the involvement of others that may be “tolerant” of
In attempts to comply with federal laws and in relation to fairness, organizations and business in the United States started increasing women’s representation and employment of people of color. These efforts resulted in a trend where women representation across all types of jobs increased while the workplace was characterized with people from different cultural backgrounds. Organizations and businesses sported multicultural and multilingual hues that resulted in a paradigm shift in the concept of workplace diversity (Srikrishna,
Insincere diversity initiatives are unsurprisingly ineffective as employees and consumers carefully observe enterprise activity, easily spotting insincerity. Modern enterprises are increasingly previously closed-minded corporate cultures , because ultimately, a firm’s engagement with this community defines its brand identity of industry partners, employees and communities as a universal community. .
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
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...
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...
Cultural diversity in the workplace is becoming more and more prevalent. Corporations in all industries are encouraging minorities, women, elderly workers, people with disabilities as well as foreign workers to join white males in the workplace. The following analysis will focus on these groups and how companies are encouraging them to join an ever-expanding workplace.
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).
Within today’s public and private business sectors, organizational diversity is considered to be a vital attribute causing rapid growth in controversial debates. Many of the adversarial perspectives regarding organizational diversity have manifested in various organizations due to the implementation of laws, sanctions, programs and other initiatives designed and mandated to create a more equalized employment workforce. Some of the many antidiscrimination programs and governmental agencies have attempted to regulate policies related to discriminatory practices in a business organizational structure by incorporating more severe consequences for prejudicial acts and monitoring
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
Diversity is a notion, when applied to the majority of circumstances, can create a positive conclusion. The trick to producing a positive outcome is often how the different aspects are brought together. Consider a classic dinner combination peas and carrots, the two colors look appealing and the two flavors comes together as one making a superb side dish. Now consider oil and water, these two substance are not often considered a good combination. Although, this is not always the case; olive oil and vinegar (which is water based) when mixed, come together into a delectable salad dressing. Diversity and inclusion should also apply to humans by bringing people together who are different it can creates a whole that is enhanced by the uniqueness of each individual.
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.
Diversity in the workforce is an extremely powerful tool for companies to use. It promotes a new way of thinking. One company that I believe effectively manages diversity is Starbucks. Diversity and inclusion has been at the heart of this Fortune 500 business since its beginning. “Embracing diversity only enhances our work culture; it also drives our business to success.” Diversity is part of the 2nd principle of the company. They state “Together, we embrace diversity to create a place where each of us can be ourselves.” Starbucks has relations with multicultural Food and Hospitality Association; National Association for the Advancement of Colored People; and National Council of La Raza.
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.
Consultants and the managers as well as business leaders believe that effectively managing and handling the diversity is the competitive advantage. This advantage stems from the process in which diversity management affects the organizational
Diverse workplaces are composed of employees with varying characteristics including, but not limited to, religious and political beliefs, gender, ethnicity, education, socioeconomic background, sexual orientation and geographic location.” (Brookins, 2014) Diversity within a small business is crucial to the success of that business no matter what type of business it is. If a company is not diverse then the people whom they interact with will not have a connection with managers or employees of that company. For example: my father’s company interacts with over 100 restaurants in Baltimore and the surrounding areas, in order for the company to hold them as a client they have to have a connection with them on a personal level. So, in order for that to happen his employees come from many different backgrounds and