Introduction Workforce diversity refers to the existence of individuals with different cultural, economic and social backgrounds within an organization (Claretha, 2014). In the modern world, there is increased level of diversity in the workforce due to increased level of awareness and socioeconomic interactions among people. Therefore, organizations have become multicultural places which require effective communication to ensure organizational success. That is, in the modern global community, the workplaces in various organizations have become more culturally diverse (Claretha, 2014). This has had serious impact on the personal and professional relationships among employees depending on the communication model that is established in an organization.
Workplace diversity refers to the variety of differences between people in an organization. Diversity encompasses race, gender, age, sexual orientation, and other differentiators. To have employees from a vast assortment of backgrounds function effectively in an organization, managers need to deal effectively with issues such as communication, adaptability, and change. Successful management of that diversity is intended to leverage the strengths of the diversities against the differences of the individuals to maximize their contributions and promote the overall success of the company. Today, as always the world is evolving resulting in important demographic changes to come.
Introduction The world's increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today (UCSF). Workplace diversity refers to having a variety of different types of people working together within a place of business.
These are all determined by acquisition of skills, or knowledge regarding how to perform tasks or symbolic thought among a particular group of people. There is extensive cultural intermingling that occurs due to trading, learning and working that has taken its activities on to an international platform. Emigration and migration have also led to greater levels of multiculturalism in the workplace as well as in the learning institutions, and now people from different backgrounds interact through studying and working together more than ever before. Other interactions influenced by multiculturalism include politics, sports, marriage and entertainment. In today’s world firms have expanded their regional operations and employees may be deployed to any corner of the globe, and as such there is a need to be culturally conscious.
Deloitte has a diverse American labor force representing all the identity of a diverse organization; however we still face different diversity problems, which primary equates to HR management issues. An existing organizational Human Resources related issue “We see a rapidly changing group of employees that is getting more diverse by the day. The accelerated growth of diversity in the workforce over the past 20 years has spawned new developments in managing employee relations, making it one of the biggest challenges facing managers” (Maidment, 96). I am positioned under Deloitte Consulting’s technology integration division under the entity of the Oracle finance consultant program. However, our group is vastly growing with many new opportunities for college graduates and more experienced analysts.
Firstly, they used immigration to show the impact it has on race & ethnic identification. The changes in immigration laws have helped to move the demographics of more than one category. The influx of educated immigrants and the skillsets that they bring with them has helped to push the typology of categories for the groups that they belong to, it has also helped to move the relative positon of those groups in the social order. As a shift in the economic and educational achievements of immigrants are pushing the framework of each category, it is leading to an increase in the heterogeneity between and within the racial & ethnic groups. Changes in immigration is also leading to a change in the social relations within and between groups, as it is leading to increased interracial interactions in schools, workplaces and households.
The increasing number of strategic alliances in the era of globalization of business economy set a complex business environment. The current organizational landscape is characterized by inter-disciplinary, inter-departmental, inter-cultural workgroups or teams working towards a common cause. These workgroups constitute a key element for organizational effectiveness. Workgroup diversity has gained more scholastic attention off late in the wake of internationalization leading to people from different cultures, communities and other demographic socio-economic-political backgrounds participating at a common platform in the workforce. The last three decades, have witnesses significant legislations coming up in different countries as a growing number of organizations promote equality and diversity at work (Knippenber & Schippers, 2007; O'leary & Weathington, 2006; Dickens, 2005).
A diverse workforce more closely reflects the global marketplace that the organization competes in. With the growing number of Asian, Hispanic and other minority populations, it makes sense for companies to promote and strive for diversity in the workplace. By doing this, businesses create the very conditions needed to produce more creative outcomes to the problems and challenges they will be faced with. 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.)
Many executives and scholars believe that the managing diversity in an organization is an important organizational function. Every organization is approaching to change their work force accordingly competitive globalized market to achieve better outcomes. People are now part of a worldwide economy than ever before. The globalization of business world has influenced much interest in the areas of diversity management among management scholars and experts. An organization needs diversity to become more creative, flexible and open to expanding the globalized market.
Shifting Demographic Trends Society in general is changing significantly and recent shifts in demographic trends have the potential to affect several facets of organizational management. In the USA, the workforce is increasingly comprised of men and women from all races, ethnic backgrounds, ages, lifestyles, sexual orientations, and religious beliefs. The surge of immigration in recent years has also contributed to a more culturally diverse workplace environment, a trend that is likely to continue (Keeton, 2003).