Benefits Of Workplace Diversity
Diversity can generally be defined as recognising, understanding and accepting individual differences irrespective of their race, gender, age, class, ethnicity, physical ability, and race. Sexual orientation, spiritual practice and so on. Grobler (2002:46). Diversity can be separated into two dimensions. The primary dimension such as gender, age, physical disability and so on, shows the primary differences between individuals. These main differences also have the most influence on initial encounters and can be easily identified by other individuals. The secondary dimensions such as geographical location, income, religion, education, etc, are those qualities that are not noticeable in the first meeting with the person and can even change. These characters are just detected later on some interactions occur between people. Globalization has caused more inter mixing amongst people from different cultures and backgrounds than before. People are now aware of diversity in the marketplace worldwide with competition coming from almost everywhere in the continent. Diversity can be a solution as well as problem, it has its own benefits and disadvantages. Hence we have to tactically manage the diversity in order to get maximum advantage from the same.
Every organization adopts diversity at their workplace in order to become more innovative and open to change. Improving workplace diversity has become an important problem for many organizations in the recent years due to rapid changes
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752 Words | 4 Pages1 a Diversity means that each and every individual is different in their own way whether its their religion, age, beliefs, sexual orientation or race and to be involved or included despite their background. You can experience diversity in every aspect of life whether its inside and outside of the workplace. There is visible and invisible form of diversity, visible being race, age and gender and invisible being a person’s religion, sexual orientation or beliefs. 1.b Equality means treating everyone equally and respectfully according to their own personal needs and beliefs. Equality is about promoting person centred care and equal opportunities as well regardless of a person’s age, gender, race, beliefs or disabilities.
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167 Words | 1 PagesSummary: How Diversity Make Us Smarter In this essay, “How Diversity Make Us Smarter,” Katherine Phillips illustrates how diversity functions effectively in a group, organization, and society. Philips states diversity has several advantages, such as enhancing creativity, evoking more thoughts, changing behavior, and promoting hard work. Philips supports the advantages by showing the positive outcomes come from different university researches and studies.
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2251 Words | 10 PagesImportance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.
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78 Words | 1 PagesDiversity in the united state has been extended to a broader understanding of what diversity really means. Diversity first meaning is that positions should not be segregated by gender. For example a board of directors should have women on the board and there should be a male as the receptionists. Next be the diversity of wide range of ethnicities like Asian, Hispanics, etc., religions national origins, class. For example people from poor and rich should both be represented.
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755 Words | 4 PagesThe organization I work for, Starbucks is highly diversified. In my opinion, Starbucks successfully employs each of the seven diversity components: “authentic leadership commitment, clear organizational communication, inclusive recruitment practices, long-term retention strategies, incorporating diversity into main work of the organization, diversity management metrics, and expansive external relationships” (CanÌas, Sondak 2014). With that being said, Starbucks could improve by incorporating diversity into main work of the organization. One way Starbucks proves their commitment to diversity is authentic by holding a diverse board of directors. Of the seven board members, three are women and one of these women is of an African descent.
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