INTRODUCTION
This assignment is set up into two parts. The first part will be the theoretical part, where we will be discussing the concept of the chosen topic, Diversity Management. We as a group will collect definitions from various sources in order to get a broader understanding of Diversity Management. Thereafter we will look at the analytical part of Diversity Management. We will then elaborate on a case study of our choice in order for us to illustrate the concept of Diversity Management. We will link the two parts of theoretical and analytical so that there is an understanding of how Diversity Management plays a role in the everyday lives and how it is applied. After that we will end off by summarizing what we have researched on Diversity
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Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management)
Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization
As a group we discussed diversity management and realized that the world is a big place and there will always be diversity. We understand that each individual is unique and recognize our individual difference. As a group we will be focusing on age, gender and race. Why its important to manage these diversities, what will happen if they aren't managed and how these applied in the workplace and
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Employers have been forced (by law) to speed up the hiring of a more diverse workforce and to remove the barriers to employment progress for previously disadvantaged groups. However, changing the numbers has not been enough.
However the SAPS have to deal with the issue of figuring out how to effectively work together. This is their bigger challenge and education about differences has been introduced.
Heeding the law is compulsory, which focuses on diversity training and interpersonal learning, is still perhaps viewed as an optional extra frequently not tied to the business, and often not as effective as newly ‘affirmed’ leadership intends. While there are a few success stories (like SA Breweries), there were many cases in which participants either do not know why they are there or are not able to apply what they had learned back on the job because their corporate culture does not reinforce components of the education they
This memo is to address the current recruitment strategies and employment processes used by Baltimore City’s Fire Department. New recruitment campaign designs will also be discussed in efforts to decrease potential discrimination cases and increase a more diverse pool of candidates. The recruitment practices used prior to the hiring freeze should not be continued. There is also room to argue that the current employment tests and recruitment strategies have had a negative impact on a particular class of applicants.
There is diversity when it comes to race, age, and education. For example, my manager is a lady of color, and my assistant manager is Hispanic. All the employees ages ranges from 45 to 23 to 19, and more ages in between. Finally, our education is different. I am the only one in college while the rest of the employees were finished after high school.
Racial Equality: A Raisin in the Sun In the 1950’s racial discrimination was a huge factor in the lives of African Americans. Lorraine Hansberry’s book, “A Raisin in the Sun,” helps people imagine the struggles that a standard African American family would have to endure. In the novel, the Younger family has poor housing conditions, badly paying jobs, and have given up hope of ever escaping their circumstances.
Summary: How Diversity Make Us Smarter In this essay, “How Diversity Make Us Smarter,” Katherine Phillips illustrates how diversity functions effectively in a group, organization, and society. Philips states diversity has several advantages, such as enhancing creativity, evoking more thoughts, changing behavior, and promoting hard work. Philips supports the advantages by showing the positive outcomes come from different university researches and studies.
Q 5 – Explain how diversity impacts on practices and experiences on person behaviour, interpersonal relationships, perception and social expectations of others. A – Acknowledge similarities and differences that exist between yourself, co-workers and clients. Culture plays an important part in a person’s behaviour, thoughts and how they relate towards others. An individual's cultural perceptions and expectations will directly impact on the way they work with each client and their co-workers; a failure to recognise cultural differences may cause serious problems when they are dealing with others in the workplace.
Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.
Choose one leading company. Do research on this company to find out how it leverages diversity. Use UoPeople resources, the Internet, or your local library. The paper should be between 2-3 pages, organized and referenced in accordance with APA format.
JLL Case Challenge 2 : Address gaps in recent openings, paying close attention to where your company measures in terms of diversity and inclusion initiatives and steps you can take to stay competitive in hiring to promote a more diverse workforce. Diversity is an essential component in any organization because, people from different backgrounds and skills sets give different perspectives and innovative ideas which play a vital role in achieving its business goals. 1) At JLL (an equal opportunity employer) we consider people as valuable assets and we take pride in a culture that is inclusive of all backgrounds and experiences. 2) Currently we have 60,000 employees over 800 locations across the globe coming from different cultures, backgrounds,
These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.
- Diversity brings a variety of ideas and viewpoints to the organisation especially when creative problem solving is required. - Diversity increases passionate workers and makes work fun and
In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.
Body I. There are challenges to managing diverse work population. Managing
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.
Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.