Diversity

Managing Workplace Diversity

Index

1. Introduction-----------------------------------------------------------Page 3

2. What is diversity?----------------------------------------------------Page 4

3. What is Cultural diversity?----------------------------------------Page 5

4. Can diversity be managed?----------------------------------------Page 7

5. What is management of diversity?-------------------------------Page 10

6. Why does it matter?-------------------------------------------------Page 10

7. Conclusion-------------------------------------------------------------Page 11

8. Reference--------------------------------------------------------------Page 12

Introduction

As we enter the new phase of modern labor, diversity in the workforce is rapidly increasing. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored by the present workers or students that are preparing to take charge of the future workforce. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the world.

What is diversity? Why does it matter? Can it be managed? This are only simple questions that I ask to my self of the millions of questions that workers have all over the world. What kind of environment would I and other managers have to create to educate employees about cultural diversity?

In order to understand the necessities and benefits of managing workplace diversification, the concept must be explored. This fundamental belief has led to changes in management practices primarily relating to the recruitment, training and retention of employees specially the changing face of the workforce, creating equal privileges and opportunities for every human being.

What is diversity?

There are several definitions of diversity that exists in literature. Some definitions range from narrow to vary broad. Those that are narrow tend to reflect the laws of affirmative action and equal employment opportunities such as race, gender, ethnicity, age, national origin, religion, and disability. Broad definitions tend to include sexual preference and orientation, values, education, language, economic status, marital status, lifestyle, and beliefs.

Another part of the definition is known as the layers of diversity that are personality & organizational dimension. Personality is the innate elements that make you unique as an individual and organizational dimension is the work content/ field, division department / unit / group; seniority; work location; union affiliation; management status; functional level / classification. One example defines diversity as a matter of individual responsibility and morality. Another definition describes diversity as creating high performing organizations through valuing and using all the talents of employees of different groups.

Workplace diversity builds on the traditional principles of equal employment opportunity (EEO). While EEO focuses on ensuring that all people have access to employment opportunities and conditions, diversity means accepting, welcoming and valuing the differences inherent in every individual and recognizing the contribution that a diverse workforce can make to organizational effectiveness and performance. Implicit in this definition is the awareness of our group identities as well as our individual differences. We are unique as individuals, while our group identities determine our historical inclusion or exclusion. We often see ourselves only as individuals, even though historically we have been treated based on our group identities. Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness.

Implicit to the definitions is the awareness of our group identities as well as our individual differences. We are unique as individuals, while our group identities determine our historical inclusion or exclusion. We often see ourselves only as individuals, even though historically we have been treated based on our group identities. We often see ourselves only as individuals, even though historically we have been treated based on our group identities. When learning about racial and ethnic differences, we have been taught the common misconception that once we learn about each other's groups; our future relations will be harmonious.

This may be true to some degree between individuals, but societal divisions based on our group identities have been maintained through legal, educational, religious, and other institutions. Therefore, in thinking about diversity we also consider the historical power imbalance among groups, allowing us to move toward a view of diversity that values equality.

What is Cultural diversity?

The idea of cultural differences has been connected primarily to ethnic cultures outside the United States and has focused on examining the values and belief systems of cultural groups from many countries. I really think that experiences in other cultures are important because they can heighten people's awareness of differences and give them the experience of being outsiders in a group of people who look, behave, and think differently than they do.

Some people in the United States have experiences with international cultural diversity when they travel to other countries to study or visit or when they have extensive interactions with newly arrived immigrant groups. But these experiences, if limited, can lead to the "tourist approach" to diversity only examining different cultures from their most evident manifestations: food, celebrations, dance, etc. People can get the impression that everything that is different is also "exotic," apart from the norm.

Many people in the United States were reared with television and film images of people in other countries, particularly Puerto Rico, that were shaped and framed from the "newyoricans" perspective only.