Workplace diversity refers to the variety of differences between people in an organization. It can encompass race, gender, ethnic group, age, personality, background and more. Not only does diversity involve how people perceive themselves, but how they perceive others, which in turn can affect their interactions in a work environment that is culturally diverse. Communication, adaptability and change are just some of the issues these companies must deal with. Accepting and appreciating the differences among all people and embracing diversity means the individual strengths and weaknesses of everyone can be understood and factored into the building of workplace teams.
The whole concept of diversity was so that employees could gain “team spirit” in the workplace so that they could build on camaraderie and relationships. However, in the workforce today, many businesses focus on the uniqueness of each diverse background and builds enthusiasm and excitement from within. Basically, a highly diverse staff in the marketing and sales department would purposely be prepared and ready to take on any obstacle concerning the potential requirements and needs
Cultural diversity is especially common in today’s business environment. What communication strategies would you implement as manager to take advantage of this? Culture is behavior and beliefs characteristic of a particular social, ethnic or age group, hence cultural diversity speaks to multiply behavior and beliefs. Culture is multiply layered. The first layer of the Organisation speaks to issues such as * Union Affiliation, * Management status, * Staff seniority The Second layer deals with * Geographic location * Work experience of employees * Religious background of the workers The third layers captures * Age * Gender * Ethnicity * Sexual Orientation Each person brings a different flavor to the Organisation and if managed properly can be beneficial to the Organisation.
Accommodating Workforce Diversity is a Necessity Name Professional Development, MBA 525 Professor Cain December 1, 2013 Accommodating Workforce Diversity is a Necessity Introduction In today’s workforce diversity is a necessity. Diversity is the concept of bringing people together who are different in color, race, age, religion, and ethnic backgrounds. In today’s world, diversity makes you and your team unique (Pace, 2006). Not only is it important to embrace diversity in the workplace; organizations need to embrace diversity as a business strategy to gain a competitive advantage in this global environment we now live in and our businesses operate in. Valuing diversity, especially in support of an organization’s mission and strategy, need not be limited to the categories protected by law (Noe, Hollenbeck, Gerhart, Wright, 2011).
Keywords: Gender diversity, recruitment, retention, sexual harassment. Introduction Gender diversity in an organizational context is rapidly gaining importance worldwide. Diversity recruitment has a lot of benefits. Men and women have different points of view, thinking, and insights, which facilitates development of out-of-the box solutions to the complex challenges that an organization faces. According to an RSA (the executive search firm) study (2012), women create a richer work
Managers and team leaders have a responsibility to be able to recognize the individual characteristics of their employees so that they are able to get the most out of their employees. Managers also need to recognize that differences among people can lead to miscommunication, misunderstanding, and conflict (Robbins & Judge, 2011). An effective manager is a manager that can recognize the individual characteristics of his or her employees and manage a diverse workforce effectively. Many companies have developed diversity programs where their main goal is to increase their competitive advantage and that is by having a diverse employee staff to increase their access to the widest range of ides, skills, and abilities. 1.2 Analyze the impact of individual employee characteristics on organizational performance.
When addressing workplaces on anti-discrimination and inclusion policy training terms such as ‘accept’ and ‘tolerate’ are often used to explain how workers should address and respond to differences in the workplace. Diversity training aims to implement an understanding of how workplace diversity benefits the workplace as a whole, impacting all levels of employee success and satisfaction. Sex diversity in the workplace can contribute challenges and benefits to the workplace environment depending on how that diversity is handled on both a small and large scale in the workplace. The terminology used; ‘accept’ and ‘tolerate’ frames a workplace’s message on diversity. www.Dictionary.com defines these terms as follows: ac•cept [ak-sept] verb (used with object) 1. to take or receive (something offered); receive with approval or favor: to accept a present; to accept a proposal.
Diversity is the understanding of an individual’s uniqueness and differences which ranges from age, gender, race, religion, political beliefs, socio-economic background, education and personality. The two strategies that human resource managers use in this situation are diversity management (managing diversity) and Equal Employment Opportunities (EEO). Diversity management is the management of the similarities and differences between the members of an organisation. It identifies the strength and weaknesses of the people in order to benefit the entire organisation. Equal employment opportunity is the removal of discrimination between the diversity within the organisation.
Cultural diversity is defined as “the array of differences among groups of people with definable and unique cultural backgrounds” (Diller, 2007, p. 4). A culturally diverse society comprises various cultural and linguistic groups. This essay will discuss how managing a wide range of cultural diversity in the workplace is challenging but not impossible. A discussion on how managing cultural diversity in the workplace will be provided, as well as linking this to theory. An explanation of ethnic and cultural demographics will also be provided and a conclusion will follow discussing key findings found in the essay.
That focus helped create awareness, change mind set, and create new opportunities for many. Analyzing Draper Manufacturing, are embracing a more inclusive definition of diversity that recognizes a spectrum of differences that influence how employee approach work, interact with each other, drive satisfaction from their work, and define who they are as people in the workplace. A cultural audit tool will helpful to Draper Manufacturing. A cultural audit is a tool that identifies problems or areas needing improvement in a corporation’s culture. Cultural audit.