• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Diversity in the Corporate Workplace

Extracts from this document...


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.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Put forward a business case for taking a 'managing diversity' approach at Hinchliffe Cards. ...

    marketing and supplier selection; * The building of diversity issues into recruitment, performance and reward systems. Source: Wheatley, (p. 32, 2000) Managing diversity focuses on the individual as opposed to Equal Opportunity (EO) that focuses on treating individuals as groups.

  2. The background of the Kettering Park Hotel and Spa

    The Kettering park hotel structure of management is as follows: 1 x General manager 2 x Assistant managers Food and beverage Front of house The general managers job at the hotel is to ensure that the hotel is run smoothly.

  1. Barclays - How an existing business runs from day to day.

    The Human Resources department is involved in a number of activities to ensure that employees are utilised effectively. These activities are carried out whilst taking into consideration the achievement of the business objectives. Demand of labour Supply of labour Number of workers needed Existing workforce Skills required Skills shown through

  2. Diversity in the Workplace

    Between 1993 and 1997, women made up 44 percent of the labour force. By 2001 they are expected to make up 45.3 per cent. In the USA, white males will be in a minority of new entrants to the labour force in 2000 (Johnston and Packer 1987)

  1. Australian Workplace Relations Report

    Though both the Wage Price Index Year-ended and the CPI Year-ended increase around the same time periods, the CPI increases to a greater extent, suggesting that there are many other factors contributing to the rise in inflation. 4 Both growth and productivity and inflation are effected due to changes in workplace relations.

  2. Hazards in the workplace

    If person has such kind of job that she/he has to work from a big high it can be a risk of falling dawn and make some serious injuries. Whether your organization is small or large, new or established, public or private, you must manage your workplace safety and health exposures.

  1. Paul Cronan Case - Ethical Analysis This case involves a corporate response to AIDS ...

    Since Paul Cronan worked for NET and they, based upon the reading, were his supervisors, it leads one to surmise that they also worked for NET. The supervisors were obligated by company practice to report matters involving employee attendance to up line supervisors who in turn would report incidences to the human resource department.

  2. Explain the concept of diversity management in contrast to equal opportunities, and discuss to ...

    This selection process is described as a 'cultural sieve' and greatly contributes to control in the recruitment process. Managers are required to recognise good performers and performance, as it is an essential part of management. Some organisations reward individuality and creativity, however, some organisations would rather see these characteristics left at home during the office hours.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work