Can a multi-million dollar company’s corporate vision and diversity framework truly begin with two graduate learners in a dorm room pondering a novel concept? Commencing in 1996, Stanford University students Larry Page and Sergey Brin developed a search engine called “BackRub” that used Internet links to determine the importance of individual web pages. By 1998 they had formalized their work, creating the pioneering company known today as Google (Google Staff, 2011). The nature of Page and Brin’s idea, that of a universal computer search technique, implies global application, with continual diligence beyond language or cultural barriers. Often, diversity’s dynamic quality is ignored because of our tendency to define ourselves in terms of division (Canas, & Sondak, 2011). These two entrepreneurs focused not only on the uniqueness of differentiation, but submitted that as a similar populous, we share a need and want for easy, accessible information. This concentration set the foundation for the organization’s culture, which celebrates both disparity and similarity. Individuality is embraced, yet staff is also encouraged to view commonalities rather than only narrowly defining themselves by difference (Canas, & Sondak, 2011). The description “Google” is a play on the word “googol” a mathematical term for a 1 followed by 100 zeros (Google Staff, 2011), which inherently implies an astronomical number of technological associations and connections or an infinite web of information. Interestingly, this corporation’s name identity also incorporates that same limitless outreach when embracing the statement of its calling and the challenges of diversity.
Implementation of these principles is evident in workplace benefits which...
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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.
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Diversity, as it relates to thoughts, ideas, ethnicity, race, and a host of other areas, is the quintessential ingredient needed to establish a free nation. Amendment I of the United States Constitution states, "Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances." Through this simple statement made so many years ago, the founding fathers laid down not only the framework for the basic freedoms that Americans cherish, but also the foundation for establishing a diverse nation. You see, without diversity, there cannot be freedom, and without freedom, there cannot be America.
Diversity is a reality in today’s workplace. It shouldn’t be merely tolerated but valued for what it brings to the organization. ‘It’s not about assisting the individual to “fit into” the corporate culture by “fixing” what is different about them.1
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
In this changing world, one that is seeing companies taking advantage of the global economy, words such as diversity and inclusion need to be treated as more than just buzz-words. The principals that embrace diversity and allow for inclusion are critical if an organization is going to succeed in the business world of today and of tomorrow.
To succeed in this highly competitive environment, managers must find ways to get the highest level of contribution from their workers. And they will not be able to do that unless they are aware of the many ways that their understanding of diversity related to how well, or how poorly, people contribute (Johnston & Packer, 1987).
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
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.
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.