The Effects of Managing Diversity in the Workforce

University Degree Business and Administrative studies

Managing Diversity

Effectively Managing Diversity in the Workforce: A proposed study of successful

Fortune 500 corporations and their leadership’s attitudes towards terrorists, Islam, and

Muslims in the United States and abroad in reference to the current social and political environment in the United States.

Parrish G. Monk

University of Phoenix

COM 525

Managerial Communication and Ethics

Jeff Grogan

August 17, 2004

The Effects of Managing Diversity in the Workforce

America’s response to the terrorist attacks on September 11, 2001 and subsequent global terrorist activity has placed the United States in an awkward position as the world’s most powerful democratic nation in the free world. Consequently, the United States now has to address the complex issue of diversity in the workforce, civil rights, and justice as it relates to Islam, Muslims and the attitudes of the American people toward Islam, Muslims and terrorism.

Currently the United States and its allies are at war or in conflict with predominately Islamic countries including Iraq, Iran, Syria, Afghanistan, Pakistan, and Palestine. Historically, the lists of conflicts and wars have also included other Islamic countries such as Libya, Sri Lanka, Palestine, Bosnia and many other countries. Ironically, according to research and related Census Bureau data, Islam is the fastest growing religion in the world and in the United States and will be the dominate religion in the United States by 2010 (U.S. Census Bureau statistics, 2001). This fact presents an interesting dynamic for the United States and its global economy when trying to embrace the ideology of diversity. Unfortunately unlike the United States many of the countries the United States has been in conflict with are largely homogenous racial, ethnic or religious minority groups. This study proposes that the historical external conflicts of the United States (the macrocosm) with Islamic countries have been mirrored by the attitudes present in its corporations and businesses (the microcosm). This general conflict is in contrasts to the United States present day existence as a nation that embraces diversity and multi-culturalism, especially as it is reflected in the workforce and global economy.

Although many studies have been conducted on racial disparity, cultural diversity, and diversity training programs and their effects on business, this study will specifically focus on recent and current world events (e.g. the war on terrorism) and its impact on corporate leadership’s attitudes towards embracing diversity that includes Islam and Muslims. It is important to note that Today most United States based Fortune 500 companies have a global presence and not only sell goods and services overseas but have physically established a presence in other countries. (Wagner, 2003 pg. 4). Secondly, it is important to discuss the United States’ general response to diversity and the related topics of racism, multi-culturalism, and diversity from the context that America, the great social melting pot, has generally embraced diversity. This attitude is encapsulated by a quote in an article entitled Diversity in America by current U.S. Secretary of State Colin Powell:

America is a nation of nations, made up of people from every land,

of every race and practicing every faith. Our diversity is not a source

of weakness; it is a source of strength, it is a source of our success.

This is a preview of the whole essay

America is a nation of nations, made up of people from every land,

of every race and practicing every faith. Our diversity is not a source

of weakness; it is a source of strength, it is a source of our success.

However, although the United States and its leadership have largely embraced diversity there continues to be an overwhelming problem with effectively managing diversity in a historically culturally-homogenous corporate environment. In other words, the current problems associated with effectively managing diversity in the workforce have been compounded and complicated when confronting Islam and Muslims in the workforce. According to the Hudson Institute study, Workforce 2000: Work and Workers for the 21st Century, commissioned by the U.S. Department of Labor, 85% of the new entrants into the workforce will be women, minorities, and immigrants (Coy, 2000). Among this population there is expected to be an increased presence of Muslims entering into the workforce therefore once again making diversity in the workforce a fact and managing it the challenge. The challenge with embracing Islam in the workforce extends beyond the typical challenges faced by corporations and their diversity initiatives. To many diversity is simply about filling quotas, grooming minorities and women for promotion, providing sexual harassment primers, or even making a facility wheelchair accessible (Barbian, 2003, p.1). But the complexities of human interaction in a free-market economy make diversity so much more. The fact that corporate globalism is here to stay turns diversity into a management issue that can make or break a corporation (Barbian, 2003, p.1). The fact that Islam is on the rise in the United States and worldwide makes diversity and Islam a global issue.

The context of this study will only briefly examine the previously mentioned facts regarding the United States and its historical conflicts because of the extensive resources and time required to understand each conflict and its relationship to diversity. However, it is important to make several notes and assumptions in order to complete this study.

Because of the United States’ unfortunate history deeply rooted in slavery, racism, and racial inequality, the impact of such conflicts often results in increased tension in the socio-political environment of the country; often indirectly promotes prejudicial attitudes; highlights existing disparities and differences between the treatment of specific minority groups; and heightens existing racial and ethnic tensions globally and locally which in turn effects the global economy. This paper assumes that the recent rise in hate crimes against Muslim Americans or Muslims in America and the increased in profiling and sanctioned disposition of basic American rights and privileges is a direct result of America’s response to the terrorist attacks on September 11, 2001.

This research paper assumes that the impact of global conflict is often felt deeper in the United States because of its current socio-political status in the world. The deeper impact happens as a result of the United States’ intricate relationship with Islam and Muslims. This research paper assumes that the impact of global conflict with Islamic countries is often felt deeper in the United States because of its interdependent business and personal interrelationships with Muslims businessmen, Islamic countries and American Muslims. Since this paper focus is on Muslims and diversity it is important to briefly discuss and research America’s top companies.

Briefly, most United States based Fortune 500 companies have a global presence and not only sell goods and services overseas but have physically established a presence in other countries (Wagner, 2003 pg. 4). This presence includes locations in Islamic countries or countries with a significant Muslim population such as many Middle Eastern, Asian, European, and North African countries. This evidence further supports the need for research that seeks to understand the impact on attitudes regarding Islam and diversity on successful businesses.

This key fact alludes to several drawn conclusions and assumptions. They are: The United States is one of the world’s most economically and politically powerful countries with active global business relationships but is largely dependent on trade and resources from Islamic companies; The United States has respectfully taken on the self-proclaimed role as impartial global peacekeepers which lends to an implied responsibility of stabilizing other developing countries or the destabilization of other targeted countries (i.e. Iraq and Iran); The United States has known enemies and allies with unequaled public tension with Islamic countries and Muslims globally; The United States is one of the world’s most diverse nations with a steady flow of almost 700,000 new immigrants a year (U.S. Census Bureau statistics, 2001); Since its founding the United States has had active racial, ethnic and religious tensions and problems amongst its citizens and immigrant population; The U.S. has actively taken steps to promote, embrace and understand the impact of diversity in the context of its own history based on racial disparity between whites and minority groups. These assumption, although based on anecdotal evidence, are supported by extensive research and various historical studies, some of which are cited in this paper. Moreover, limit resources prevent this study from covering every related research topic to provide extra-ordinarily in depth references. However, this study is based on a review of literature and research that deals specifically with diversity, multiculturalism and the workforce.

The second major assumption of this paper is that the United States has acknowledged the fact that it must aggressively confront the issue of diversity and its impact on the American people because of its rapidly changing demographics. In 2000, Census Bureau data stated that 28.4 million or 10.4 percent of the United States’ population were native to countries outside of the United States. This is an increase from 7.9 percent in 1990. Census data also concludes that an additional 14.8 million Americans have two parents who were born outside the United States, while another 12.7 million have at least one foreign-born parent. (U.S. Census Bureau statistics, 2001). Since Islam is the fastest growing religion in the United States this paper assumes that there will be a need to embrace diversity initiatives that include Islam and Muslims in the workforce only after first understanding current prevailing attitudes towards Islam and Muslims.

A few key attitudes will be addressed in this study. The first being the general stereotypes and attitudes from non-Muslims in the United States toward Islam and Muslims. Secondly, the scope of this study will examine the attitudes of top level executives, leadership, and management in Fortune 500 companies towards diversity initiatives and embracing initiatives that fully incorporate Islam and Muslims. The assumption of course is that large Fortune 500 companies have realized that embracing diversity does positively affect their business’ success. Wagner states that successful corporations will be those that are able to embrace and manage a more diverse labor pool in which all individuals are able to maximize their contributions and realize their highest potential (Wagner, 2003, p.4). Lastly, this research paper will study the impact of diversity initiatives and their effect on the American economy.

Method

Participants

This research paper assumes that the impact of global conflict with Islamic countries is often felt deeper in the United States because of its interdependent interrelationships with Muslims businessmen, Islamic countries and American Muslims. Since this paper focus is on Muslims and diversity it is important to discuss America’s top companies. Therefore participants in this study will incorporate interviews and surveys that include Muslim Americans, Muslims living in the United States, and Muslims business owners. This studies interview of Muslims will include 50 completed interviews from Muslims living in America.

Additionally, this study will include surveys collected from America’s top level executives, managers and business leaders. For the sake of brevity and clarity the study will be limited to the leadership of Fortune 500 companies that are based in the United States and have active diversity initiatives. This project will seek to obtain at least 500 completed surveys from top level executives.

Design

This study will have a three-fold design that will incorporate the collection of data that reflects attitudes towards diversity initiatives; perception and attitudes regarding Islam and Muslims; and the perceived effects of diversity initiatives on a business’ success.

The actual design of the survey will be a web-based questionnaire that can integrate and correlate data from the recipients. This questionnaire will gather demographic information from the participants and correlate demographic information with attitudes.

Material

Procedure

A literature and research review will be conducted to examine the related issues concerning managing diversity and its impact on businesses. The study will be advertised online, in business magazines, through personal letters to identified corporate leaders. This study will highlight conflict theory, diversity programs, and effectiveness of diversity.

Note to Reader: THIS PAPER IS MISSING THE REMAINING SECTIONS. THEY WILL ADDED LATER.