Diversity

Diversity is defined as recognizing, appreciating, valuing, and utilizing the unique talents and contributions of all individuals regardless of age, occupation, religion, ethnicity, gender, age, socioeconomic status, sexual orientation, geographical differences, personality traits or value and attitude differences, etc. However, more narrowly defined and organizationally focused, diversity is a collective mixture characterized by differences and similarities that are applied in pursuit of organizational objectives. It is the process of planning for, organizing, directing, and supporting these collective mixtures in a way that adds a measurable difference to any organizational performance by which diversity is managed. In this paper, I will discuss the impact that diversity has on age, religion, ethnicity, gender, and occupation.

Religious diversity is an important component of cultural diversity, which more are now taking serious. However, cultural diversity and religious diversity are often evaluated quite differently. In today's society, there is at least a polite and superficial consensus that cultural diversity is here to stay and may enrich life. (Gross, 1991)

According to Sheldon Steinhauser author of Successfully Managing an Age Diverse Workforce, the number of older workers wanting and needing to work full or part time is likely to grow in the face of longer life expectancy, better health and fitness, and economic necessity. As a result, people will continue in work through their sixties and early seventies. For example, Vince.

Ethnicity is culture-based and race is biologically-based. The United States has a rich blend of cultural traditions. Ethic groups from around the world contribute to the complex patch work of modern American society. Culture generally refers to patterns of human activity and the symbolic structures that give such activity significance. However, with increasing workforce ethnic diversity, issues related to employee ethic harassment and ethnic conflicts have become critical to examine. For instance, as the marketplace globalizes and the United States population diversifies the need for and the availability of bilingual workers continue to grow.

In an effort to regulate the effects of the changing workforce, some organizations have implemented "English-only" communication rules, excepting only non-English communication when requested by customers. Courts have recognized that English-only rules could be discriminatory when employees cannot speak English, but declared that Title VII does not protect employees' language preferences. (Garcia v. Spun Steak Co., 1993)

The Equal Employment Opportunity Commission (EEOC),