Diversity in the workplace term paper
Labor Studies term papers Disclaimer: Free essays on Labor Studies posted on this site were donated by anonymous users and are provided for informational use only. The free Labor Studies research paper Diversity In The Workplace essay presented on this page should not be viewed as a sample of our on-line writing service. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others For the sake of simplification, throughout this paper these will usually be included in the term, minorities.
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,p. Diversity in the work place has generally been thought of as purely an employment equity issue.
However, diversity is coming to be recognized as an asset which can, like any other asset that is well managed, contribute to the bottom line. Diversity is growing almost as quickly as the number of software vendors at an accounting convention Talbot-Allen,p.
This definition has three noteworthy points. First, it describes diversity as a mosaic, which is different form the traditional label of a melting pot. A mosaic enables people to retain their individuality while contributing collectively to the bigger picture. Second, this definition of diversity applies to and includes everyone; it does not rule out anyone. According to this definition, we are all diverse. Finally, this definition describes diversity as an asset, as something desirable and beneficial! When viewed from this perspective valuing diversity is openness, fun, and can even be a cause for celebrating in discovering how we can join together to create more as a united team than any one of us can on our own.
It is vital to business survival that the workplaces strive to attain this ideal collaboration. Collaboration provides a logical structured and disciplined framework for creating a workplace where cultural change happens because members of a company accept responsibility for behaving differently, and they are willing to be held accountable to each other for that new behavior Marshall,p. The American workplace is changing and is expected to change at an even more accelerated rate in the near future. This change represents a move away from dominance by the white-Anglo male toward an increasingly diverse and segmented population.
And organizations should become increasingly intolerant of failures to respect or manage diversity. In other words, leaders must learn to manage diversity. Gender, racial, and ethnic diversity means different things to different people. Although initially a company may divfrsity special accountability measures in place, eventually accountability should be built into the organizations normal appraisal systems Digh,p. Businesses have begun scrambling to understand the implications. Diversity in the workplace term paper recent Towers Perrin survey found that 74 percent of corporations say they have a diversity program or are planning to teem one. This is a challenge to be contended with on a daily basis. Possibly the most important principle for valuing diversity is The Platinum Rule.
This workplace will include growing numbers of women, people of color, people of different ethnic backgrounds, aging workers, workers with a variety of physical handicaps, and people with alternative lifestyles. How well organizations deal with this demographic shift from a workforce made up primarily of the white-Anglo male, to one including more nontraditional and diverse workers will directly affect the bottom line. Only companies that have cultures that support diversity will be able to retain the best talent necessary to remain competitive. Diversity is not here same thing as employment equity.
Employment equity is diversity in the workplace term paper tied to legislation and focuses on preventing or correcting discriminatory practices that apply to designated groups. In contrast, diversity is voluntary and it looks at every employee in the organization. Again, it is a matter of inclusion not exclusion. Basis for Diversity in the Workplace Managing diversity is both a challenge and an opportunity for management.
It is a challenge because it requires organizational change; it means fostering a cultural environment that values differences and maximizes the potential of all employees. It is an opportunity because organizations that proactively address diversity have a competitive advantage. They are able to attract, motivate and retain high potential employees. And they have greater customer satisfaction and loyalty.
These advantages translate into higher productivity and bottom-line profitability Anonymous,p. We must begin by recognizing the unique cultures of different racial, gender, ethnicities, abilities, differing lifestyles, etc. Research has suggested that men, women, and the various minorities do not share a common culture of organizational life. A number of factors account for these differing experiences. First, the context of organizational life is different for each group. For instance, women hold lower level positions at lower salaries than men, therefore, they tend to see the organization from the bottom.
Minority employees are fewer in number, so, they view the organization in an isolation perspective. Second, each group appears most comfortable communicating within their own group. Since access to communication networks determines the particular information we receive, different groups receive different information through with to interpret the world. Third, the cultures of gender and race give unique perspectives on organizing experiences.
Women and minorities identify interpersonal barriers as obstacles to their success, while white men see formal structures and policies as eliminating any obstacles. The patterns are similar to those Gilligan described in comparing how women and men create moral order. According to Gilligan, men define moral order in terms of hierarchy, separation, and abstraction. Therefore is stands to reason that the cultures of gender and race help shape how workers view organizations. I have touched on the aspect that to compete successfully in an increasingly interdependent environment, businesses will have to refine their ability to manage, and benefit, from diversity.
Diversity in the workplace is no longer just theory. Businesses have begun scrambling to understand the implications. Its 3, employees include 30 nationalities speaking 40 languages and dialects.
In workplace diversity term the paper for every
After launching an internal cultural awareness program to help its diverse work force better understand each other and work together, Solectron has more than tripled its revenues during the last three years and won a highly respected Baldridge prize Bloch,on-line. Its headquarter staff of only represent 11 nationalities an speak 30 languages.
Johnson Controls, a medical equipment manufacturer, has integrated their efforts at diversity into their extensive vision statement. Their commitment to diversity is evidenced by such efforts as, Inroads, a program that allows Johnson Controls to identify and train young minority talent for leadership through internships and co-op assignments designed to prepare them for corporate and community leadership; Johnson Controls Foundation, supports the company commitment to valuing diversity by financially contributing to cultural and ethnically diverse organizations; Sponsorship to diverse associations via memberships, partnerships, conferences, scholarships, co-ops, advisory services, job fairs, loaned executives, continue reading their mentoring program.
An excellent example of a business taking their commitment to diversity into the worldwide arena, is Avon Mexico. A recent Towers Perrin survey found that 74 percent of corporations say they have a diversity program or are planning to start one. Because it fosters creativity? Because of the threat of lawsuits?
Diversity term workplace in paper the all very
Many companies have confronted the issue of diversity in subtle, and structural ways. Economically, workplace diversity is a tonic for the bottom line. A key here is that as the number of women and minorities in the work force grow, so will their influence as consumers. Companies with diverse work forces stand a better chance of tapping into those markets. Morally, regardless of its impact on the bottom line, a diverse work force may be seen as a moral imperative: Innovation envisions diversity as a process and a resource rather than a problem, and it defines the goal no longer as assimilating but, instead, optimizing differences Mueller,p.
With the emergence of the global economy, it is argued that we need to go beyond affirmative action to affirming diversity. Rather than suppression differences between people, companies will need to learn to value differences. Workforce diversity refers to the reality of a workforce consisting of a broad mix of workers from widely differing backgrounds, genders, ages, values, and the list goes on. These groups have different needs, which must be accommodated within organizational structures if their full talents are to be utilized for the benefit of the organization.
Organizations, therefore, must work to recreate structures and processes that cater to a diverse workforce Newell,p. Achieving and managing diversity demands sensitivity to and respect for group and individual differences. It also requires that both managers and employees conform to a uniform code of conduct, and adhere to a basic professional etiquette Oubre,on-line.
One of the first steps to optimizing the productivity of diversity in the workplace term paper is to help them intellectually and emotionally understand why different groups of people have diverse beliefs and cultural behaviors. The ultimate goal of this process is to recognize and eventually transform stereotypes of others that reinforce age-old prejudices. When individuals are able to change their rigid views so that they can perceive others in a more favorable light, then the conflict and tension decreases Oubre,on-line. Getting There Realizing the need for competence and accountability with diversity issues is the easy part, the hard part is figuring out how to do it.
Obviously, it may be necessary at first to sponsor specific diversity courses. But eventually, diversity management should be incorporated into normal leadership training or mentoring programs. Although initially a company may put special accountability measures in place, eventually accountability should be built into the organizations normal appraisal systems Digh,p. As with Johnson Controls, it may be advantageous for a company that looks at results as a part of their appraisal systems, to build diversity management into its mission statement, business objectives and strategies.
Efforts to develop and use performance evaluations that measure diversity competencies reflect the commitment to diversity as a business benefit systems. All of this must be paired with an understanding of the dimensions diversity in the workplace term paper diversity. Primary dimensions are aspects of ourselves, which we cannot change. However, an often-overlooked area is that of secondary dimensions. These are marital status, religious beliefs, education, parental status, work background, military experience, and even income and geographical location.
People are usually less sensitive about secondary dimensions, because they are elements we have some power to change. We also have the choice of whether to disclose this information or not; we can conceal it. This list clearly demonstrates that we are all similar and different on an infinite number of dimensions, of which culture is only one Rasmussen,p. In approaching the issue of diversity within an organization the first step is in discovering what diversity problems exist within an organization.
A needs assessment approach can be a proactive tool for the purpose of interpreting the state of an organization in relation to a particular concern. At this stage the needs assessment is not intended to expose or punish anyone. The goal of this needs assessment is to serve as a self check on the internal operations of a company.
Leadership involvement is of key importance. It is at this level that that the connection between diversity and the bottom line be clearly understood.
Diversity term paper workplace in the means that
The managers can only expect peak performance if they show genuine respect for each individual Talbot-Allen,p. Executives who teach by example; those willing, say, to decline membership in an all-white country club because it would send the wrong message, have the greatest impact Mueller,p. Some areas that seem to be essential; performance evaluations that measure diversity competencies that reflect the commitment to diversity, tracking reports that show the representation of women and minorities, executive bonuses tied to objectives for the advancement of women and minorities, and degree feedback programs that provide managers with annual reviews by bosses, and peers.
Finally, there is the issue of maintaining momentum, once the commitment has been made and processes have been set in motion is order to monitor progress. Organizations promoting diversity should be persistent in their efforts, and women and minorities should diligently utilize all their resources so they can reach their maximum potential Steorts,p. This goes back to some of the things mentioned earlier Bloch,on-line ; on going training programs for the entry level employees, well-developed internship and coop programs that emphasize diversity, company support by financially contributing to cultural and ethnically diverse organizations, sponsoring diverse associations via memberships, partnerships, conferences, scholarships, co-ops, advisory services, job fairs, loaned executives, and mentoring programs to name a few.
Ways to accustom management to workplace diversity must be found. This can be done by including people with differences in meetings, and by giving best assignments to a diverse group of people. You should even go out of your way to do this. Then there should be a way to measure this.
- Above all, remember, diversity means recognizing the uniqueness of another person whether they are customer, employee, or ourselves.
- Bibliography References Advancing Women.
- Developing diversity in organizations:
An effective reward system should be established. And organizations should become increasingly intolerant of failures to respect or manage diversity. A final area to be aware of is that of collusion. Collusion is cooperation wit others, knowingly or unknowingly, to reinforce stereotypical attitudes, prevailing behaviors, and norms. Types of collusion include; silence, denial, and active participation.
This is probably still the widest form of exclusion. Collusion is common because of the way we are socialized as children. Tools to Aid in Achieving Diversity Effectively managing work force diversity is an issue that organizations are addressing with increasing frequency. This is a challenge to be contended with on a daily basis.
Going back to the issue of best business practices and the bottom line, we need to emphasize the value and benefits of work force diversity Wheeler,p. Possibly the most important principle for valuing diversity is The Platinum Rule. This is an expansion of the Golden Rule Rasmussen,p. The Golden Rule is a time-honored practice that is a foundation of many religious disciplines. It was designed to prevent us from doing harm to others — things which others obviously would not like.
We cannot assume that others want to be treated exactly the way we do. In making this assumption we perpetuate the values and beliefs of the dominant culture.
The Platinum Rule gives other permission to be different from us and reminds us to honor that difference. Using the Platinum Rule makes it okay for us to have differences. The Platinum Rule transcends the approach of affirmative action.
Primary dimensions are aspects of ourselves, which we cannot change. In making this assumption we perpetuate diversity in the workplace term paper values and beliefs of the dominant culture. They are able to attract, motivate and retain high potential employees. Order Paper Our Prices Who We Are What We Do Workplace Diveresity Workplace Diveresity provides many benefits and sets the stage for more creative and innovative ideas from employees of different cultural backgrounds. Currently, approximately 29 percent of the population is comprised of minorities with this number expected to rise to 50 percent by the year
It allows for the individual mosaic of people. Technology is the great equalizer. Technology can eliminate differences among us that do not matter; it can neutralize favoritism and bias. Targeted use of technology can be our tactical advantage in managing work force diversity Wheeler,p. Technology has none of the bias or favoritism that we often see among people. If you can use the Internet, e-mail, and other tools of technology, then you can use them to influence change and set the stage for more effective diversity management.
A powerful example of the tactical use of office technology is the electronic meeting. If used properly, they eliminate favoritism, bias, and boss control. It can encourage free and open exchange of ideas, providing everyone a shot at contributing. Active recruitment and mentoring of underrepresented groups is an important aspect of assuring diversity in the workplace. Recruiting underrepresented people means developing new networks, which can take lots of time and some money — and planning ahead. It means creating and inviting atmosphere, both for recruitment and retention Lester,p.
Mentoring in itself is an indispensable tool for enhancing the professional development of both individuals, in part through the sharing of information about each other and their experiences Gasorek,p. Hand in hand with active recruitment and mentoring is building support networking groups within organizations. The network groups focus on the needs of particular minority groups.
Such network groups will be assisted by members of the senior management team who serve as the communication link between the groups and the rest of the company Gasorek,p. The goals of diversity should be to make certain that all candidates, and employees receive equitable treatment from their supervisors and co-workers: That they get a fair chance to compete for promotions, and that they are able to participate in the range of business and social events that determines opportunity Paskoff,p. Principles that support these goals can be used by any organization to mange diversity productively and reduce liability risks.
Some of these include; communicating a commitment to fair treatment. Also, focusing on what people have in common. Companies need to emphasize that they have their own cultures to which every employee can belong and where everyone abides by the same rules. Unacceptable conduct must be identified and prohibited. To assure fair daily treatment, managers and employees should be taught basic rules that they can apply universally.
Companies that focus on teaching rules of civil behavior have found that their managers and employees accept this sort of training far more readily than they do with typical diversity programs. The need for civil behavior should be clearly defined as a bottom-line risk-management issue, particularly in such high stakes business issues Paskoff,p.
There are four values that should reflected in organizational diversity. They are, respect for every individual, encouragement of initiative and creativity, excellence in everything we do, and commitment to stewardship. Once again, it is important to note that no company can build a diversity culture unless it first makes human respect an integral part of its corporate value system. And that spells disaster for workplace diversity. The key is to strike a balance. This may include flexible work hours, part time work, job sharing, and the option of working at home.
These are human and humane responses to increasingly complex employee needs. And they work because they are based on a core value of respect for people Kluge,p. Progress can be measured using five individual but interconnected criteria to gauge progress. The first is employee perception. How do employees feel about the organization? Do employees feel that they are treated with respect regardless of age, gender, race, religion or background? Do they feel that they are limited in achieving their goals within the organization?
Next is business integration. How is diversity entrenched in day-to-day business activities? The third guideline is representation.
Are the various designated groups represented at all levels of the organization? The fourth measurement is leadership. How sound is the company reputation as a leading edge organization in the area of valuing diversity? Are they involved in and aiding in building the community? The final measurement standard is public perception. On the other, they create doubt within those who have.
Creating culture is a bottom-up, gradual exercise. Avoid taking only a cosmetic approach to diversity. You want your employees and customers to see you as being out in front on this issue. So what should you do? First, establish your core values as an organization and use this as a foundation on which to build you diversity strategy.
You must champion diversity personally. Without commitment diversity will not take click in your organization. And make it fun. Make an annual event out of celebrating diversity. Recognize and honor employees who practice diversity. Just click for source kind of recognition sends out a powerful message that your organization is committed to diversity.
Only this approach will create a process that is naturally equal for everyone Rasmussen,p.
Keep in mind that diversity is more than just equity. It applies to employees, customers, communities, just click for source, and shareholders. So think of it in broad terms. Remember weaving diversity into the very fabric of an organization takes time. Diversity will deliver bottom line results to your business and those results will be substantial, if you make the commitment.
But, that commitment has to be real, it has to be visible, it has to be honest. Above all, remember, diversity means recognizing the uniqueness of another person whether they are customer, employee, or ourselves. It means acknowledging their right to be who they are.
That makes diversity more than just a business or hiring issue. It makes just click for source a moral and ethical imperative, the right thing to do. Bibliography References Advancing Women. Diversity models for the workplace.
Connect, link, contact, network, conference, support, champion, advocate, tell, inform, enlighten…. HR Magazine, Supplement, June, HR Focus, July, S7-S8. Diversity in the workplace. Executive Education Resources On-line. Healthcare Financial Management, 49 10 H R Magazine, 43 11 Have you taken the risk temperature at work lately?
Diversity Training Workplace Solutions On-line. Cultural diversity in the workplace.
Bibliography References Advancing Women. Organizations promoting diversity should be persistent in their diversity in the workplace term paper, and women and minorities should diligently utilize all their resources so they can reach their maximum potential Steorts,p. For instance, women hold lower level positions at lower salaries than men, therefore, they tend to see the organization from the bottom. The ultimate goal of this process is to recognize and eventually transform stereotypes of others that reinforce age-old prejudices. A recent Towers Perrin survey found that 74 percent of corporations say they have a diversity program or are planning to start one. Diversity is not the same thing as employment equity. The key is to strike a balance. The fourth measurement is leadership.
Public Personnel Management, 19 3 Business Credit, June, Leadership strategies for a new world of business. Johnson Controls Vision Statement On-line. Vital Speeches of the Day, 63 6 Creating a workplace where diversity flourishes. Transforming the way we work: The power of the collaborative workplace. Developing diversity in organizations: A digest of selected literature. Center for Creative Leadership. Diversity and the bottom line. Executive Excellence, 15 10 Diversity in the workplace: Optimizing productivity and efficiency for global success.
African American Web Connection On-line. Ending the workplace diversity wars. Managing diversity in the workplace. The Worklife Report, 10 3 My pursuit for diversity. Directors and Boards, 19 3 CMA, 69 8 Current status and future trends of diversity initiatives in the workplace: Human Research Development Quarterly, 9 3 Tax Executive, 49 6