Diversity In the Workplace

University Degree Business and Administrative studies

Diversity

Diversity in the Workplace

Janice K. Munroe

Facilitator: Dan Kassmeier

MGT/331

May 29th, 2006

Introduction

The continuing survival of any business calls for a diverse body of talent, which can bring new thoughts and perspective to an organization. Diversity within the workplace presents many challenges; however the rewards are worth the efforts. A diverse environment enables managers to capitalize on the differences and mixtures in gender, cultural backgrounds, age, sexual orientation, religion and socioeconomic status. This paper will discuss the importance of diversity in the workplace and examine the impact of sexual orientation, gender, age and ethnicity diversity on individual behavior.

Today more businesses are recognizing that the strength, the resilience and the success of an organization comes by way of workforce diversity. Diversity produces a company that is enriched with people of varied cultures, different experiences, lifestyles, backgrounds, thoughts and points of view. Organizations are striving to create an environment that enables and leverages cultural diversity; and are incorporating the value of diversity into the organization’s mission and vision. Staffing and maintenance of staff, managerial approaches and decision-making practices are all affected by cultural diversity. Cultural diverse staffs are often secluded in standardized organizations. Partial familiar interaction with coworkers can lead to segregation from key committees and decision-making groups, most likely resulting in reduced productivity and effectiveness. Under representation and isolation of such groups can lead to employees to discontentment and a high employee turnover rate. Diverse staff displays different learning methods and convey preferred working approaches to their jobs. Some managers are resistant to these approaches and some feel that the individual demonstrating them just do not fit in. But, identifying, valuing and sustaining these and other differences can capitalize on the productivity of everyone in the workplace.

Sexual Orientation Diversity

Sexual orientation is not as outwardly evident as ethnicity and gender. Homosexuals are those persons that are attracted to people of the same sexual characteristics. Homosexuals almost every where have suffered grave violence, ill-treatment and prejudice. This has impacted these individuals and many of them have remained in the closet, being careful not to disclose their sexual orientation. Admitting their sexual orientation is a major process in the lives of homosexuals. By not admitting their true identity, gays and lesbians have been adversely affected. Persons of this orientation experience a lack of affirmation and their relationships are ...

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Sexual Orientation Diversity

Age Diversity

Approximately one fifth of the entire business world population is over 50 years. Half of the United Kingdom population by 2030 will be aged over 50 years and one third over 60 years. The older people population is growing, as the baby boom generation in now over 50 years old. According to the Bureau of Laborj statistics in 1978, the median age of the American worker was 34.8 years. By 2008, the median age is estimated to be 40.7 and the chances are that it will continue to increase. Regardless of one’s age, age discrimination can affect anyone. Age diversity in the work means providing work for people of all ages and not discriminating against someone because of how old or young he or she is. Many employers are already reaping the reward of having a workforce made up of diverse age groups. Organizations that base age as a recruitment condition are showing those potential workers that the organization discriminates. Management should strive to recruit people based on their talent and capability. An in-depth study by the Employers Forum on Age has looked at people’s feelings to and experiences of work within each decade - teens, 20s, 30s, 40s, 50s, and 60s. Here are the results of the study:

“More teenagers than those in their 50s are put off applying job because of their age.

Younger people are the most restless (seeking a change of job most frequently), perhaps because they lack interesting challenges at work.

People in their 30s are unhappiest with the balance between work and leisure time.

People in their 40s feel their career choices are restricted.

Those in their 50s and 60s feel passed over for promotion and denied development.

More people in their 60s are happy to work until they are 70 than any other group.”

Gender Diversity

Women in the past were assigned part-time low paying and low responsibility jobs. Women had no place in the business arena; they were encouraged to raise the children and involve themselves in duties surrounding the household. Women played a secondary role and were viewed as less compared to a man. Many women today desire careers equal to men and a place in this world. Despite the many odds women had stacked up against them including stereotyping, discrimination and sexual harassment they continue to stand on their own becoming self-sustaining individuals, independent and free. Most women today are striving for equality in the workforce. There are many issues that surround women in workplace. From the time women entered the workforce they were stereotyped and were only allowed to perform certain job. Discrimination of women in the workplace has for years been supplied by gender bias. Women were not equally treated as men and some were paid less than men for performing the same job. In spite of these many issues women has responded favorably. According to the Bureau of Labor statistic women will account for 48% of the United States labor force by 2008, from 46.5% today. Organizations have recognized and begin to focus on gender diversity to position themselves to better tap into an increasingly educated and skilled section of talent pool. Organizations that influence its female talent internally will be better able to expand, produce and service that would better appeal to its external customers.

Conclusion

Today globalization is forcing organization to interact with persons from diverse cultures, backgrounds and beliefs. People nowadays are now becoming open-minded since they are being exposed to competition from every part of the world. In order for an organization to understand the market and gain the competitive market, it must embrace diversity in the workplace. Management today are maximizing and capitalizing on workplace diversity.

References

Schermerhorn, Jr., J.R., Hunt, J.G., & Osborn, R.N. (2005). Organizational Behavior. Hoboken, NJ: Wiley. Retrieved May 29, 2006, from University of Phoenix, Resource, MGT/331.

The NHS Confederation Employers Co. (2005). Age Diversity in the Workforce retrieved May 29, 2006 from .

DiversityWorking.com (2005) Cultural diversity teams in the workplace and top growth groups. Retrieved May 29, 2006, from http://www.diversityworking.com/employerZone/diversityManagement/?

Diversity In the Workplace

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