Workplace DiversityAbstractThe demographics of the workforce are continuing to change. A hundred years ago the workforce comprised of mainly male workers due to the physical exertion that accompanied many jobs. 45 years ago the United States saw laws change that made it illegal to discriminate against anyone on any basis. Today, the world is able to witness people of all ages, genders, races, and beliefs come together to create a stronger workforce. Organizations are beginning to realize that diversity is not just something that they need to deal with, but that it can be their strongest asset. Diversity has emerged due to a variety of reasons which include: competitive pressures, desire for various viewpoints, ever changing demographics, legislation, and increases in international business. Organizations are learning that recruiting employees of various backgrounds, experiences, and ideas can create an unparalleled competitive advantage.

The National Center for Policy Analysis has published a series of national statistics for employment of the workforce, ranging from the number of jobs created in an 8-week span in 2008 to the number of jobs that have been lost in the last 12 months in the United States. The statistics highlight the challenges faced by the working group’s members and provide useful information on how these trends in hiring could be reversed. For more information about job loss rates (including how long a worker is expected to spend on a job) and how they compare with other countries, visit the Bureau of Labor Statistics’s blog

The NCEA will publish in the coming weeks a special fact sheet, a look at some of the statistics collected, with a brief introduction to the workforce trend, with a few highlights along the way.

The National Center for Policy Analysis (OCE) is working diligently with businesses to identify new jobs as the trend of job losses and employment growth continues to increase. In particular, the CPE report contains a look at recent job losses in the US. It includes a comprehensive methodology for making sure hiring remains robust, and a forecast for the next 5 years.

The NCEA’s annual report on productivity growth is out this week, with a summary of the findings from the 2014-2015 year. The report also discusses how US productivity growth has remained stable, including an estimated 2.9 million new low-cost manufacturing jobs in the US this year.

Labor Benefits and Earnings – American Jobs Market

The National Bureau of Economic Research (NBER) has issued an update of its 2011 unemployment rates. The report contains a look at recent employment changes, including:

The Bureau of Labor Statistics publishes an update of its unemployment rates for the United States. Specifically, the numbers include the number of unemployed and underemployed persons in the US population with experience of seasonal jobs in manufacturing or services. The report also looks at trends in the number of Americans ages 25 to 54 who were employed in manufacturing at any point in 2012, including those who were either employed in the US or had an unemployment license issued as of December 31, 2014 in the final six months of 2012. The first six months included a period during FY2013 that included a period during FY2014 that included a period during FY2015. The number of new net jobs over that period fell for a third consecutive year. To address additional concerns about the U.S. economy today, NBER conducts a second economic forecast in late December, and it highlights current employment trends over the last three years and the unemployment rate.

The United States economy continues to grow at a brisk clip after slowing a bit in the first half of 2015. Job openings have been steady, but employment rate growth is still the fastest in years. For the first time in

Innovative management strategies must accompany an increase in diversity. No two people are the same and this difference is exponentially increased when they come from various backgrounds. Managers must be able to learn from their experiences through communication, feedback, and empathy. Organizations can use a variety of techniques to manage diversity such as testing, training, mentoring, work programs, and family programs. Companies should strive to create an environment that not only accepts diversity but thrives on it. The days of one select group of people running an organization have ended and new opportunities have been created. Every person regardless of race, age, gender, sexual orientation, or background has become an integral part of the workforce. The goal of managers is now to successfully adopt strategies to maximize the potential of each of these employees.

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