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Diversity in the Corporate Workplace

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Diversity in the Corporate Workplace Hilda Ann Cutchember Ilich Martinez Tom Antonucci COM525 Greg Chen May 5, 2004 Abstract Most workplaces today are becoming increasingly diverse as people of different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. As a result, the workplace is becoming increasingly multicultural. Some organizations are just now encountering the effects of a diverse workforce, while others are trying to overcome the challenges created by diversity. However, no matter where an organization is in this development, the challenge is to ensure that its workforce's diversity is a source of strength, not one of conflict. Effectively managing this diversity, then, is a critical component of success for today's employer Diversity in the Corporate Workplace The corporate workplace is becoming more culturally diverse each day. Maintaining a synergy amongst coworkers in this diverse environment is becoming increasingly difficult for companies. Due to the fact that over the past 10 years information technology has grown at such a rapid pace in the United States as well as globally, this is also an area that cultural diversity is spreading rapidly as well. Many people from all countries of the world are jumping on the information technology bandwagon. Corporations are faced with the task of keeping costs down but at the same time trying to keep up with the advances of technology. In addition, these corporations have the responsibility of managing the diversity of their workers, and on the executives to handle interaction between the two. ...read more.


The hard truth; however, is that inequalities exist for employees within organizations due to stereotyping and preconceived ideas about a person-based on race, gender, religious or cultural origins, age, physical or mental limitations, and more. Racism, sexism, homophobia, and other issues cannot be managed away. It is precisely these beliefs and perceptions that necessitate managing diversity at all. Putting these prejudicial views aside is very important in order to acquire the best out of the employees. The differences within an organization should be used constructively for management to see the full potential of its staff. Diversity is good - just take the time to analyze that diversity in your company and then manage it (Dossenbach, 2001). This statement lets us know that all diversity can be managed if the correct steps are taken to make the program work. Managing diversity helps the company to better focus on the businesses' case for diversity. Under this scenario, capitalizing on diversity is seen as a strategic approach to business that contributes to organizational goals such as profits and productivity. Diversity also does not involve any legal requirements and is not implemented just to avoid lawsuits. Managing diversity moves beyond valuing diversity because this is a way in which to do business and should be aligned with other organizational strategic plans. Managing diversity is not affirmative action. "Affirmative action is a diagnostic approach - a remedy for race and gender discrimination" (William, 2003, p. ...read more.


Arce, I. (2003). Flying high. NEA Today, 21 (4), 38-39. Retrieved January 21, 2003 from Proquest database. Carlozzi, C. L. (1999, September). Diversity is good for business. Journal of Accountancy, 81. Retrieved April 12, 2004 from the Proquest database. Cebrowski, J. W. (1998, July 20). Global success tied to key management. Marketing News, 32 (15). Retrieved April 12, 2004 from Proquest database. Crabb, S. & Brennan, L. (1995, May 18). Worldwide vision in the workplace. People Management, 53 (10), 20-25. Retrieved April 12, 2004 from Proquest database. Crane, J. (2004, March). Diversity Efforts Broaden In Scope Focus Beyond Race, Gender:[Third Edition]. Boston Globe. pg. G.1. Retrieved April 7, 2004 from Proquest database. Dossenbach. T. (2001, June). Managing a Diverse Workforce. W&WP. Retrieved April 7, 2004 from http://www.iswonline.com/wwp/dossenbach/doss0601.shtml Grogan, S. & Eshelman, B. (1998, February). Staffing Strategies For A More Diverse Workforce: Case Examples In Cornell Cooperative Extension. Journal of Extension. 36 (1). Retrieved April 7, 2004 from http://www.joe.org/joe/1998february/a1.html Kishbaugh, G. (1998, August). Diverse World, Diverse Workforce. Boxboard Containers International. Retrieved April 7, 2004 from http://boxboard.com/ar/boxboard_diverse_world_diverse/ Marshall, R. & Carroll, T. (2003, July). Is Affirmative Action necessary? Yes: Continue quest for diversity. Denver Post. Retrieved April 25, 2004 from Proquest database. Quek, P. (1997. January). MANAGING A DIVERSE WORKFORCE. PKF. Retrieved April 7, 2004 from http://www.hotel-online.com/Trends/PKF/Special/Diverse_Workforce.html Southard, G. & Lewis, J. (2004, April). Building a Workplace That Recognizes Generational Diversity. PM. Public Management. 86 (3), 8. Retrieved April 7, 2004 from Proquest database. Williams, M. P. (2003, October). Companies Urged to Strive for Diverse Workplaces. Richmond Times-Dispatch. Retrieved April 25, 2004 from Proquest database. Corporate Diversity 2 2 ...read more.

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