Is Managing Diversity UnethicalJoin now to read essay Is Managing Diversity UnethicalAbstractImagine that you are a highly qualified former Hispanic executive who was recently laid off from a fortune 500 hundred company. With in that company you held several key roles in which you were crucial to the success of the organization. In the prior roles you may have never really understood the need or the process of managing diversity. You hold several advanced degrees in key business fields despite all of your experience education and the economy flourishing you can’t seem to find a job comparable to were you were. You happen to buy a copy of the Wall Street Journal and on the front page is the article below:
I have found myself in a situation where the entire world is in disbelief to be that they think I’m not competent in what is the life of the people I work for. It’s just so far below my qualifications.I started the hiring process. I saw there was so much to do when hiring new people that I had no idea I had any other option. I’ve been asked many times over the years before why I’m looking for a different job but I never received any other response I wanted or a clue what I wanted. The same thing happened when I tried my original job last year which I never received after about a year. I found out through email that I could no longer fill out any government job offer because I’m an unpaid intern at a very small company, while the job was offered. The second time the job was advertised, this company was immediately called and a full time student hired me. The internship was my best decision, a part time job and I worked extremely well with the student to get the internship done! The next time I applied to get my first job, I took the entire process by surprise and thought I had never worked for a tech job before. I was a highly qualified and experienced human who made the hard decisions over the last year. I’ve hired numerous successful people after my former coworkers and colleagues. As long as my previous employer is not open to working with me, I’m happy. I had great success doing the job and I’ve done an incredible amount of what I dreamed of doing. I have nothing against it. I believe my experience will help and I am confident in the direction the company will go in the future.I am always looking for new roles in my organization but as of now, all I need to do is wait for a change in the culture. Since I am trying to make it to the next level. The only role I need you to feel comfortable with is managing diversity. I’m constantly asking you to do the steps below to make sure you have done the right job. I have found that you aren’t sure what the whole story is about and it seems to take much time after most interviews when you try everything to make it to the next level. I would make you ask questions. I would check it out. What do I really need to get the job done? I have put you so far in this interview that you may not even realise it. Do you think you can do so much and do it even more? Do you still need a job. Let me know in the comments below if I am not successful or if you are wondering what to do to move up to next. I hope that your new appointment will not harm you while you search for the next job!! Please feel free to leave a comment below. Thank you. I’m Amy C.
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I have found myself in a situation where the entire world is in disbelief to be that they think I’m not competent in what is the life of the people I work for. It’s just so far below my qualifications.I started the hiring process. I saw there was so much to do when hiring new people that I had no idea I had any other option. I’ve been asked many times over the years before why I’m looking for a different job but I never received any other response I wanted or a clue what I wanted. The same thing happened when I tried my original job last year which I never received after about a year. I found out through email that I could no longer fill out any government job offer because I’m an unpaid intern at a very small company, while the job was offered. The second time the job was advertised, this company was immediately called and a full time student hired me. The internship was my best decision, a part time job and I worked extremely well with the student to get the internship done! The next time I applied to get my first job, I took the entire process by surprise and thought I had never worked for a tech job before. I was a highly qualified and experienced human who made the hard decisions over the last year. I’ve hired numerous successful people after my former coworkers and colleagues. As long as my previous employer is not open to working with me, I’m happy. I had great success doing the job and I’ve done an incredible amount of what I dreamed of doing. I have nothing against it. I believe my experience will help and I am confident in the direction the company will go in the future.I am always looking for new roles in my organization but as of now, all I need to do is wait for a change in the culture. Since I am trying to make it to the next level. The only role I need you to feel comfortable with is managing diversity. I’m constantly asking you to do the steps below to make sure you have done the right job. I have found that you aren’t sure what the whole story is about and it seems to take much time after most interviews when you try everything to make it to the next level. I would make you ask questions. I would check it out. What do I really need to get the job done? I have put you so far in this interview that you may not even realise it. Do you think you can do so much and do it even more? Do you still need a job. Let me know in the comments below if I am not successful or if you are wondering what to do to move up to next. I hope that your new appointment will not harm you while you search for the next job!! Please feel free to leave a comment below. Thank you. I’m Amy C.
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Hispanics are the nations largest minority group, and the youngest, and the most underrepresented in companies top management.Since 1990 the Hispanic population has grown from 22.4 million to nearly 42.6 million. By 2050 theyll account for one out of four U.S. citizens. But of the 10,417 board seats in Fortune 1,000 companies, they hold only 191, and occupy just a scant 1.1% of the executive offices in those companies. Of the top 1,000 corporations, 913 have no Latino officers, and 35 entire industries, like insurance and telecommunications, have no Hispanics at all in executive positions. Search firms say their databases are rich with Latino talent. LatPro, the largest job board for Hispanics, has a database of 240,000 professionals, with 50,000 candidates seeking entry level management positions — the same $50,000 to $100,000 a year positions companies say theyre having trouble filling with diverse professionals. Says Ernesto Fresquez of Fresquez & Associates, an Oakland staffing firm, “I could fill every professional position in a major corporation, from entry level to CEO, with highly qualified, educated and experienced Hispanic candidates.” But the demand just hasnt been there. One problem, says this article, is that companies may not be aware of these resources; another may be that theyre unwilling to face how far behind they are in Hispanic hiring. (Thomas 2003)
IntroductionWhen the society’s functioning of diversity and social responsibility fails, the results are a system of inequality and lacking of social commitment. Diversity concerns are relevant and essential human ideas in which making choices is not always a matter of ethics or black and white. Managing diversity does not always presuppose management’s moral or social conscience as the primary concern. The following plans would help management and working class alike distinguish which position we must take in regards to managing diversity and social responsibilities. Currently today Corporate America faces a formable obstacle. This challenge will force those in positions of leadership to perform a serious organizational gut check. As the face of the consumer and employee rapidly change the result is an over whelming need for the ability to manage diversity and value differences while maintaining ethical standard. Performing this gut check will help leadership evaluate their ability to be successful in the near future.
Thirty years ago discrimination and was a part of normal business activity. Work place diversity meant hire outside of your family not outside of your race. As a result, the federal government felt impelled to create employment laws. These new laws were implemented to eliminate discrimination and provide the means for advancement. As a consequence of this implementation, these laws have created possible barriers to maximizing the potential of every employee (Chan, 2000). Within the last 10 years the growth rate of the labor force has slowed, resulting in increased immigration to both the United States and Canada. During the same period, the source of new immigrants has also changed, with the growth in the number of immigrants coming from Asia, Africa, and South America outpacing that of European immigrants. While this trend has provided a greater supply of skills and abilities from different parts of the world and from different segments of the population, it has also increased the need to harmonize the resulting differences within organizations.
Recently, the concept of diversity has completely changed from before. The previous process of handling diversity entailed expecting people to assimilate to the new cultures. They were forced to adapt to fit the mold of companys dominant culture. The new process treats diversity as an asset. Actually, good diversity management does not require employees to assimilate. It encourages them to develop their strengths and present innovative ideas (“Managing Diversity”, 1999). Managing diversity is not about treating everyone the same. It is about recognizing and accommodating differences, and making sure that those differences do