Results
Ideally, the workforce should reflect the racial makeup of the country (Hur, Strickland 386). Affirmative action does, in fact, create a diverse workforce. However, the diversity management is usually restricted to the area containing entry level positions. Furthermore, women and minorities continue to be underrepresented in upper management positions (Bell 4). Upward mobility for women and minorities continues to be elusive. Lack of growth and success creates turnover and maintains the dominant and oppressive culture in place. This is because after hire, minorities can find themselves in a situation that does not provide enough support for their best work.
Diversity management also creates a diverse workforce. It fully utilizes all employees. In addition, it inspires an openness that ensures a competitive advantage for all. Organizations that value diversity management usually select, promote, and reward qualified employees regardless of race, color, sex, religion, age, mental or physical disabilities, sexual orientation, or marital status.
Affirmative action is the catalyst for diversity management, in that, it provides employees from different cultures which diversity management can use for change. Affirmative action facilitates entry into the workforce and diversity management facilitates acceptance after hire. An employee that feels accepted will stay and contribute to the workplace.
Discussion
Advantages of Diversity management
Affirmative action has done a great deal for groups that have not been afforded the opportunity to achieve their professional goals because of discrimination. However, while it has enabled diversity management, it has done nothing to promote inclusion. Diversity management does foster inclus...
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... so they, in fact, shape what we see. Women and minorities have been stereotyped. These groups often need special help or support to overcome barriers. As such, the perception of these groups is one of weakness. Unfortunately, this leaves other attributes that they have unrecognized. Unintentional or otherwise, stereotypes can result in discrimination (Kravitz 177). The objective is to create awareness of these stereotypes so that people recognize discrimination. This recognition is vital to the support of both affirmative action and diversity management (Kravitz 177). Also, once identified these stereotypical beliefs and attitudes can be changed to more positive views. Diversity management training and education enriches life experiences because of the knowledge it imparts from other perspectives and because of the personal growth from challenging stereotypes (31).
Discrimination is still a chronic global issue, and drastic inequalities still exist at the present time. Thus, the Affirmative Action Law is an important tool to many minorities most especially to women, and people of color, for the reason that this program provides an equality on educational, and professional opportunities for every qualified individual living in the United States. Without this program, a higher education would have been impossible for a “minority students” to attain. Additionally, without the Affirmative Action, a fair opportunity to have a higher-level career...
Over the course of the recent past, universities across the U.S. have been faced with decisions on admissions. What was once popular, affirmative action, is now fading with a long past of problems, and new programs are entering into the picture. The University of Dayton and many others are taking actions to improve the standards of their students, regardless of race and background. These new concepts are reflecting higher academic progress, and increase in prestige and national reputation. By basing selection on academic ability and incorporating improved recruiting techniques, the nation would be filled with greater college standards and no use for an old and tiring affirmative action process.
We all have heard regarding the controversial arguments and debates regarding whether affirmative action is valid under U.S. Constitution. Before discussing whether to support or refute affirmative action, there is a need for all of us to know what affirmative action really is. By definition, affirmative action policies are those institutions and organizations vigorously engages in an effort work of improving the lives of minorities in the United States (NCSL). This means that institutions attempt to find ways to provide groups that have been historically excluded from American society equal accesses to public necessities such as education, salary pay, and so forth. To me, the application of the affirmative action in the society we live in clearly violates the Fourteenth Amendment, which forbids authorities to “deny...any person within its jurisdiction the equal protection of the laws” (The Library of Congress). Throughout this research paper we will go into details and explain four reasons why affirmative action violates the Fourteenth Amendments and should be unconstitutional. These reasons are as follows: the development of reverse discrimination, the creation of stigma against women and minorities, the buildup of racial tension, and the fact of attempting to solve a racial problem that no longer exist.
Affirmative action, an idea which began in the 1930s but truly kicked off in the 1960s, consists of a wide variety of programs meant to help level the playing field in both universities and the workplace by making race and gender a consideration in the selection process. While supporters believe affirmative action must stay an active policy so that the United States can continue to strive for proportional equality in higher level jobs and education, opponents argue positions should be awarded on an individual basis based on merit alone. Although affirmative action policies have done impressive work creating these opportunities, it is now time to question if, after 40 years, this method is working and should be continued, if the current policies are no longer effective and the negative costs now outweigh the possible benefits and a new approach should be put into place.
Affirmative action is a much debated topic based on the efforts of our government to overcome prejudicial treatment through inclusion. Affirmative action is a way of helping minorities in our country get jobs and avoid racial injustice. Many large companies have increased their employment of minorities after adopting these policies (Plous).
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...
When dealing with diversity in the work environment, it is easy to see that it involves having diversity in a broad term is any dimension that can be used to differentiate groups and people from one another, it means admiration for differences in ethnicity, gender, disability, age, national origin, religion and sexual orientation. While inclusion is a need to feel wanted, valued respected and supported without the fear of being harassed or discriminated against. This paper will discuss the differences between diversity and inclusion as well as how to successfully incorporate them into today’s work environment.
Diversity in the workplace is very important in today’s global workforce because workers in the economy all over the world are currently made up of many different ethnicities, varied cultures, beliefs, and backgrounds. People that are involved in management such as managers, and supervisors could greatly benefit from being accustomed to diversity in the workplace because their job entails dealing with a multicultural work environment on a daily basis. Knowing how to handle diversity in the workforce and having the necessary skills for supervisors would be beneficial not only to them but also to the success of the company and economy because a strong, diversified workforce will create a more “creative, innovative, and productive workforce.” (Kerby, 2012).
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.
Another target populations, has been the “glass ceiling,” or invisible barrier, that keeps women and minorities from attaining top jobs. While the ideal of equal opportunity is espoused, it is far from a reality. Women and minorities continue to “peak out” at a low level of management. Kelborn (1995) (pg.
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.
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.
Therefore, it is imperative for employers to put in place a deliberate training program that explains in detail the benefits and positive outcomes of a diverse climate in the workplace. Employers must communicate the effects of diversity in the workplace to ensure that the employees understand and embrace the climate. The most common practice to unleash diversity is through continuous training and mentoring. A continuous learning environment promotes understanding, improvement, and develops interpersonal skills. Employees must understand that diversity is an organizational attribute and not just a policy. When that understanding is achieved, the organization’s workforce is united and has a better chance of success in their mission. Therefore, organizations must adopt a diversity management practice that retains talent, improves satisfaction, and augment the organization’s
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