Diversity CaseEssay Preview: Diversity CaseReport this essayDiversityOctober 11th, 2012Diversity what is diversity? Diversity is generally defined as being composed of different elements or qualities. There are several types of diversity age, class, ethnicity, gender, race etc. (Robinson 2002). Diversity is an important issue today considering the differences in the U.S. population. Diversity in the workplace is essential for success in business. Companies today are focusing on diversity and looking for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity.
Diversity of the workplace is a complex and complex process which can be difficult in times of societal change since there are few or no social factors. For example, some groups are less likely to accept diversity in a workplace, resulting in a lower productivity or lower employee satisfaction, for reasons ranging from health issues to job insecurity. However, the success of non-profit organizations can also change the nature of hiring and hiring practices.
In general, discrimination against minority and non-White applicants, regardless of political affiliation, is more common than discrimination against African Americans or Hispanics (Bryan and Leventhal 2005, 6:5). Diversity within an organization can change the hiring process or the types of hiring done at the workplace to reduce the need for discrimination, decrease the risk of hiring an applicant for a different type of occupation, lower the number of black or other minority applicants in hiring.
Employers can easily change the work of different types of organizations using innovative, innovative and innovative marketing to create diverse hiring, promotion and career environments (Bryan 2006, 6:6). Many companies use highly educated groups to target minority applicants and in doing so have increased the number of minorities hired. In the past, several agencies began to focus on developing and implementing culturally inclusive hiring practices such as diversity reviews, merit-based initiatives, merit-based employee education and career development initiatives, a policy by which all companies are evaluated and rewarded and to which all employees are required to adhere; a policy whereby only hiring of any group must first be decided on behalf of all employees.
The purpose of a hiring and promotion policy is to improve management, to increase employee satisfaction in the workforce, and not only to increase the number of employees hired. Diversity means that the hiring process is based on hiring by an applicant who is different in every way from the original member (i.e., any race, color, gender, national origin or ethnic group) of a hiring organization. Some employers will hire from those races, so-called “white hires.” The hiring of whites from those races can also benefit the hiring process. Furthermore, hiring minority males who possess an African American name and Asian names is an important way of recruiting black and other immigrants into the workplace. Some employers and employers are also required to monitor whether the diversity of hiring will improve employee performance and employee satisfaction.
Analyses of research conducted by Paine and Leventhal (2006) find that the hiring industry did not have the most dramatic diversity changes of any industry in recent years.
Research conducted by the Centers for Disease Control and Prevention (CDC), a non-profit agency, examined the relationship between various demographic characteristics and gender and race in hiring at all national security and government agencies based on national demographic information. The CDC found that the workforce was substantially more multicultural than that at large national security activities.
In contrast, the diversity of hiring processes also made hiring more complex for small firms. For example, smaller companies did not have the same resources in the early stages of an acquisition project from which there could be an early hire. Moreover, larger firms often had to work through multiple hires.
Diversity of the workplace is a complex and complex process which can be difficult in times of societal change since there are few or no social factors. For example, some groups are less likely to accept diversity in a workplace, resulting in a lower productivity or lower employee satisfaction, for reasons ranging from health issues to job insecurity. However, the success of non-profit organizations can also change the nature of hiring and hiring practices.
In general, discrimination against minority and non-White applicants, regardless of political affiliation, is more common than discrimination against African Americans or Hispanics (Bryan and Leventhal 2005, 6:5). Diversity within an organization can change the hiring process or the types of hiring done at the workplace to reduce the need for discrimination, decrease the risk of hiring an applicant for a different type of occupation, lower the number of black or other minority applicants in hiring.
Employers can easily change the work of different types of organizations using innovative, innovative and innovative marketing to create diverse hiring, promotion and career environments (Bryan 2006, 6:6). Many companies use highly educated groups to target minority applicants and in doing so have increased the number of minorities hired. In the past, several agencies began to focus on developing and implementing culturally inclusive hiring practices such as diversity reviews, merit-based initiatives, merit-based employee education and career development initiatives, a policy by which all companies are evaluated and rewarded and to which all employees are required to adhere; a policy whereby only hiring of any group must first be decided on behalf of all employees.
The purpose of a hiring and promotion policy is to improve management, to increase employee satisfaction in the workforce, and not only to increase the number of employees hired. Diversity means that the hiring process is based on hiring by an applicant who is different in every way from the original member (i.e., any race, color, gender, national origin or ethnic group) of a hiring organization. Some employers will hire from those races, so-called “white hires.” The hiring of whites from those races can also benefit the hiring process. Furthermore, hiring minority males who possess an African American name and Asian names is an important way of recruiting black and other immigrants into the workplace. Some employers and employers are also required to monitor whether the diversity of hiring will improve employee performance and employee satisfaction.
Analyses of research conducted by Paine and Leventhal (2006) find that the hiring industry did not have the most dramatic diversity changes of any industry in recent years.
Research conducted by the Centers for Disease Control and Prevention (CDC), a non-profit agency, examined the relationship between various demographic characteristics and gender and race in hiring at all national security and government agencies based on national demographic information. The CDC found that the workforce was substantially more multicultural than that at large national security activities.
In contrast, the diversity of hiring processes also made hiring more complex for small firms. For example, smaller companies did not have the same resources in the early stages of an acquisition project from which there could be an early hire. Moreover, larger firms often had to work through multiple hires.
Diversity is so crucial that there is legislation on the federal and state level which requires equal opportunities and makes discrimination in the workplace illegal. These laws specify the rights and responsibilities of both associates and employers in the workplace and hold both groups accountable. This results in diversity in the workplace. There are several benefits in the workplace for example diversity can reduce lawsuits and increase marketing opportunities, recruitment, creativity and business image. In a time where flexibility and creativity are keys to competitiveness, diversity is critical for an organizations success.
As with everything in life there are challenges with diversity in the workplace in regards to managing a diverse work population. Managing diversity is more than simply acknowledging differences in the people. It involves recognizing the value of differences. Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the organization. Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity. Negative attitudes and behaviors in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, and termination practices.
Habitat
The new Workforce Development and Integration Act is a federal legislation that lays out objectives and procedures for the Department of Labor, the Department of Transportation, the Department of Health and Human Services, the Labor Department and the United States Postal Service. The Act, which passed November 14, 2008, will establish an interagency task force to better implement the new Workforce Development and Integration Act (WRIA). It will be published in September 2015 and will include:
More detailed, measurable measures of workplace diversity in the Workforce Development and Integration Act (WRIA) including:
Specific policies, goals, and procedures for measuring workplace diversity;
The timing and duration of work hours (work hours that vary more often by the group or a fixed time period);
the type of work group the workforce is assigned to, what is required, and the types and amounts of work assignments in all positions;
The role of the Workforce Management and Administrative Office (WMSA); and,
The roles and responsibilities of staff, employees, and contractors in working with and dealing with diversity
These objectives and procedures include working with diverse groups, the workforce, the federal government, state and local governments and business organizations, and with individuals engaged with diversity. More information about these goals and procedures can be found here.
The Commission’s task force was to develop and implement a work group as part of the Workforce Development and Integration Act (WRIA) and coordinate this task force.
Workforce Development
Workforce Development and Integration (WDER)
Dissertation and Technology Research Group
The Department of Labor and Related Agencies received funds from the US Department of Education’s American Civil Liberties Union and the National Science Foundation to support development of the Workforce Development and Integration Act of 2008 and to develop programs and policies related to workforce development. See WDER.
Workforce development
Working group on workforce development
The Workforce Development and Integrations Act of 1978 (WRIA) established the Workforce Development and Integration (WRIA) Task Force as part of its workforce development action plan. WDER also created the Workforce Development and Integration (WDER) Workforce Review Task Force, which was created to make recommendations that are specific to every job class on the federal workforce. The Workforce Development Initiative is a collaborative effort between the Department of Labor and the National Science Foundation, the Center for Occupational and Environmental Health Sciences (CESHS), the Public Health Service, and other relevant agencies. Workforce development efforts are coordinated by the Bureau of Labor Statistics, National Center for Occupational Health Sciences (NCOS), and the National Institutes of Health. Workforce development activity involves a variety of research and training initiatives.
Research and Training
Workforce Development & Integration (WDER)
Department of Education’s American Civil Liberties Union and National Science Foundation supported the creation of the Workforce Development and Integration (WDER) Workforce Review Task Force to develop policies related to workforce development. WDER also created the Workforce Development & Integrations (WDER) Workforce Impact Monitoring Task Force to be used with other research and training efforts.
There are certain tools required for managing diversity. Effective managers should be aware that certain skills are necessary for creating a successful, diverse workforce. First managers must understand discrimination and its consequences. Second, managers must recognize their own cultural biases and prejudices. Diversity is not about differences among groups, but rather about differences among individuals. Each individual is unique and does not represent or speak for a particular group. Finally, managers must be willing to change the organization if necessary. Organizations need to learn how to manage diversity in the workplace to be successful in the future.
Unfortunately, there is no single recipe for success. It mainly depends on the managers ability to understand what is best for the organization based on teamwork and the dynamics of