According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity. There are some barriers that need to be addressed when implementing a diversity program. Through the programs rollout, employees will be informed that hiring diversity within the organization will not sacrifice the company’s quality and employee competency level. Career planning is essential in developing the diversity program and allows employees a roadmap to company’s senior level positions. By developing the plan, one knows that the company is committed to diversity. Working environment will be supportive and non hostile toward diverse employees. The plan will informed all employees that events posted on the company’s board will be all inclusive. Company sponsored events will have a committee that is well represented by all cultural backgrounds within the organization. Also, their will be heritage celebrations’ throughout the year to encourage all employees to learn their fellow employees cultural. In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of... ... middle of paper ... ...der within the organization. Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced. Mentoring program becomes instrumental and breakdown barriers as employees are interacting and carrying out the organization’s vision. This allows employees to interact with employees of different cultures and backgrounds with the goal that one will learn more about the individual. Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization. As discussed above, the active diversity program will have a model that is senior led and recognized as an initiative that is more than just words.
Diversity management requires that both the individual and the system adapt to each other. It consists of a culture change that will remove barriers to success due to differences. It will do so by identifying and targeting the source of discrimination. This culture change is achieved through diversity awareness and skills training.
Organizational diversity is a vital attribute causing rapidly growing controversial debates in today’s public and private business sectors. 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.
The diversity message and its tools must be properly presented to front line associates. A memo or mission statement on a corporate website, or a mandatory ‘Click and learn’ course regarding the companies diversity policy is simply just not enough. There must be an ongoing dialogue, education and encouragement for all employees to grow and thrive. Difference must be celebrated and recognized.
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...
Diversity training aims to increase cultural awareness, communication, and knowledge. Diversity training aids to prevent civil rights violations and increases the inclusion of different identity groups. I will incorporate the use of interactive games that engages employees and promotes their ability to communicate with each
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).
Diversity, is understood as the, “differences in the underlying attributes or non-observable differences” a term that has been utilized more and become commonplace (Pynes, 1997). However, this was not always the case. Shockingly it is still not fully applied in the workplace and this lack of respect for all individuals has led to both physical and emotional traumas to its victims. At times to fulfill the diversity quota a company will higher minorities in order to show they are attempting to have a more culture workplace. This can have its benefits but at a cost. A company should not only be focused on only filling a quota but on the criteria of the person being and how they can help the future of the company.
It is important to a foster cultural diversity in the workplace. Employee training and development is key necessary to bring about the desired results. Diversity is a reality in today’s business environment. Moreover, if cultural diversity is managed well, diversity provides benefits that increase success for the employer and employees. However, when ignored or mismanaged it brings unnecessary challenges and issues that hinder the company’s ability to
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.
Many organizations struggle to attract, hire, and retain top performing individuals who will contribute to the success and growth of an organization. According to the Journal of Accountancy, (2008) “companies with diversity programs enjoy a competitive advantage when it comes to recruiting top talent” (p. 24). Further, almost nine
Diversity in the workplace has been a hot topic around organizations in the United States for several years. Diversity is the state of employing a staff of people that are different within the same organization. It includes, but is not limited to age, gender, religion, sexual orientation, and even education (Nixon & West, 2000). Many organizations participate in diversity programs to ensure that all employees felt like they are part of the team not discriminated against. Research shows that having a diverse work environment improves profitability, employee performance, and better customer service.
Various models have been in place over the past decades to understand how to manage diversity. The first paradigm is discrimination-and-fairness. This model explains that everyone should have access to fair and equal opportunities and are hired, based on compliance with the federal mandates (Ely & Thomas, 1996). Ely and Thomas (1996) mention “Organizations usually take one of two paths in managing diversity. In the name of equality and fairness, they encourage (and expect) women and people of color to blend in jobs that relate specifically to their backgrounds (p.) This promotes diversity, however, implies that all individuals are the same and should be treated equally. The second model is access-and-legitimacy. This paradigm is all about
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.