Managing DiversityEssay title: Managing DiversityIntroductionThirty years ago discrimination 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).
Recently, the concept of diversity has completely changed from before. It is predicted that by the year 2005, women, minorities, and the disabled will dominate the workforce (“Managing Diversity”, 1999). Organizations that are viewed as biased against these groups will not attract the competent workforce. Today, it is vital that organizations prove its impartiality in order to be successful in a constantly changing business environment.
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).
What is managing diversity?“Workforce diversity management has become one of the pressing issues that managers must address” (“Managing Diversity”, 1999). In my opinion, the most general definition of managing diversity is: Diversity management is a long-term process. It means extensively analyzing a companys current culture and changing those parts that limit cultural diversity. Also, it means recruiting new employees for the skills they can bring to the company rather than their cultural homogeneity. Lastly, it means working with a management team to help them understand that cultural diversity is a business issue, and their own careers will benefit from enabling their employees to reach their full potential (“Managing Diversity”, 1999).
A diversity management project requires you to take into account a number of factors. One of which is the importance of finding an experienced Diversity Manager. However, not everyone is attracted to a diversity manager. In addition, the manager may not have professional experience in their field of business, which is why it is difficult for a seasoned professional like myself to understand the factors that drive diversity and why many employees seek to join diverse companies & industries.
In addition, a diversity manager may not be in a position that aligns. This makes their job easier, which in turn makes your job easier for each of you. Furthermore, a diversity manager is able to work from a team of people, while at the same time, they work from a shared sense of identity. For example, I believe that there is a greater ability to identify and help people who have been discriminated against, than do others. This would give a more consistent approach to diversity management & the ability to help the people that have been discriminated against, and ultimately help us all. While in my experience, many employees and organizations are successful by not embracing diversity, with the exception of my own organization, many employees and leaders do not want their jobs to be taken on by such a negative stereotyping, so as to avoid discriminating, and to continue building diversity based on what others think of them. I think this is why I encourage people to join a Diversity Management Network, which makes possible a great variety of different organizations & industries which meet your needs and to serve you for whom.
The main challenge faced by diversity managers is how to identify which organizations & professions will help more efficiently and consistently. I hope you can join your network. The same can be said for our job title, or this question we received from people at our company or in our company. I think it helps to help you more quickly identify where to start, and work on what steps you need to take. In conclusion, diversity is not an issue that you can choose to ignore because of personal feelings, but one that needs to be addressed.
A diversity management project requires you to take into account a number of factors. One of which is the importance of finding an experienced Diversity Manager. However, not everyone is attracted to a diversity manager. In addition, the manager may not have professional experience in their field of business, which is why it is difficult for a seasoned professional like myself to understand the factors that drive diversity and why many employees seek to join diverse companies & industries.
In addition, a diversity manager may not be in a position that aligns. This makes their job easier, which in turn makes your job easier for each of you. Furthermore, a diversity manager is able to work from a team of people, while at the same time, they work from a shared sense of identity. For example, I believe that there is a greater ability to identify and help people who have been discriminated against, than do others. This would give a more consistent approach to diversity management & the ability to help the people that have been discriminated against, and ultimately help us all. While in my experience, many employees and organizations are successful by not embracing diversity, with the exception of my own organization, many employees and leaders do not want their jobs to be taken on by such a negative stereotyping, so as to avoid discriminating, and to continue building diversity based on what others think of them. I think this is why I encourage people to join a Diversity Management Network, which makes possible a great variety of different organizations & industries which meet your needs and to serve you for whom.
The main challenge faced by diversity managers is how to identify which organizations & professions will help more efficiently and consistently. I hope you can join your network. The same can be said for our job title, or this question we received from people at our company or in our company. I think it helps to help you more quickly identify where to start, and work on what steps you need to take. In conclusion, diversity is not an issue that you can choose to ignore because of personal feelings, but one that needs to be addressed.
A diversity management project requires you to take into account a number of factors. One of which is the importance of finding an experienced Diversity Manager. However, not everyone is attracted to a diversity manager. In addition, the manager may not have professional experience in their field of business, which is why it is difficult for a seasoned professional like myself to understand the factors that drive diversity and why many employees seek to join diverse companies & industries.
In addition, a diversity manager may not be in a position that aligns. This makes their job easier, which in turn makes your job easier for each of you. Furthermore, a diversity manager is able to work from a team of people, while at the same time, they work from a shared sense of identity. For example, I believe that there is a greater ability to identify and help people who have been discriminated against, than do others. This would give a more consistent approach to diversity management & the ability to help the people that have been discriminated against, and ultimately help us all. While in my experience, many employees and organizations are successful by not embracing diversity, with the exception of my own organization, many employees and leaders do not want their jobs to be taken on by such a negative stereotyping, so as to avoid discriminating, and to continue building diversity based on what others think of them. I think this is why I encourage people to join a Diversity Management Network, which makes possible a great variety of different organizations & industries which meet your needs and to serve you for whom.
The main challenge faced by diversity managers is how to identify which organizations & professions will help more efficiently and consistently. I hope you can join your network. The same can be said for our job title, or this question we received from people at our company or in our company. I think it helps to help you more quickly identify where to start, and work on what steps you need to take. In conclusion, diversity is not an issue that you can choose to ignore because of personal feelings, but one that needs to be addressed.
According to Dr. R. Roosevelt Thomas Jr., author of Beyond Race and Gender (1997), the problem of diversity is not limited to questions of race, gender, ethnicity, disabilities and sexual orientation. Differences that replenish energy and undermine productivity and performance in an organization extend to issues like personality styles (Gordon, 2000).
Diversity management contains three (3) components:1. Equal Employment Opportunity/Affirmative Action programs direct attention to laws that guide recruitment and promotion.2. Valuing differences centers on interpersonal qualities that shape managements relationships with their employees.3. Managing diversity focuses on the diverse quality of employees work-life needs such as childcare, family leave, and flexible holiday schedules. It requires setting policies and procedures that empowers managers to meet employees needs (Galagan, 1999; Jenner, 1994; Wilkinson, 1999).
Organizations intending to survive will need to implement all of the components listed above. Managing diversity will eventually make Affirmative Action and valuing differences unnecessary (Thomas Jr., 2000). –
Why manage diversity?Diversity needs to be managed as a result of the demographic changes in the workforce. Surveys have revealed that demographic changes will reshape the workforce and the marketplace. They include:
An increase in the number of minorities and immigrants in the labor pool An increase in the number of women in the workforce A shift in values with more workers putting loyalty to career above of loyalty to the company and seeking more balance between work and home life Illiteracy is on the rise, and simultaneously many jobs require a more skilled work force An aging population overallIf a business is to succeed, these individual and cultural threads must be woven into corporate fabric (Overman, 1997). The disadvantage of not having a diversity strategy can be high turnover costs, dissatisfied workers who sabotage quality, or costly settlements in discrimination cases.
“Managing diversity is managing human resource needs,” says Ben Harrison. (Jenner, 1994).