Workforce Diversity

Workforce Diversity By Mercutio Goins HRM315-1301B-08: Managing Human Resources February 25, 2013 XXXXX Colorado Technical University

Workforce Diversity Workforce Diversity The theories of diversity and affirmative action are different and should not become

confused with one another. The term affirmative action was first introduced in 1961 by John F. Kennedy and expanded in 1967 by Lyndon Johnson (examiner.com, 2013). Affirmative action is a federal law that is supposed to cure the socio- historical inequalities which address discrimination against women and people of color. Affirmative action is bound by the idea that since society practiced discrimination toward these groups then society is responsible for remedying its discrimination acts against them. However, diversity includes a wide range of people with different religions, sexual preferences, martial and economic status, etc. Diversity is not rooted in law but it is more of a strategic business imperative to help show the distinctions amongst its staff. It is similar to affirmative action in the notion that it deals with discrimination but in a different way. The ability to embrace a culturally diverse workforce will help an organization to be more successful and competitive in business. Businesses that employ a diverse staff will be able to attack problems with a larger amount of solutions from employees with different backgrounds and viewpoints. Those employees bring different levels of talents and experiences that will help shape ideas and solutions for issues that occur and it helps the company to adapt to the consumer demands in a fluctuating market. From a global standpoint, a diverse workforce gives the company range when dealing with customers that speak different languages. A diverse staff that is comfortable with communicating their ideas will provide a large range of experience and the company can become a more balance and strategic company. Organizations that boost diversity will help to encourage employee performance which will benefit the company in productivity, ROI (return on investment) and revenue.

Workforce Diversity Companies that encourage a diverse workforce will have significant challenges ahead but the payoff will be worth the investment. Communication will be a challenge because each person perceives things differently and that could be because of the language barrier or just

cultural differences. If there are some communications barriers it could result low morale which would fall into a poor production or confusion. Another challenge that companies have to overcome is encouraging their staff to embrace change. A resistance to change by employees who is used to doing things a certain way can also slow a companys progress and those employees must accept the truth that the social and cultural makeup of the company has changed. Also challenging is the implementation of new diversity polices and managing a diverse workgroup. The management team must be prepared when addressing their staff by having a plan and researched information to show its staff. Management must also have a diverse training program in place to help with the management of a diverse staff. To help ensure diversity there are some necessary steps to take. First, the organization must make diversity a high priority assessment. A simple employee gratification analysis can complete this assessment efficiently and effectively. This process can assist management with the knowledge of their staffs likes and dislikes and it shows them the challenges they need to work on to ensure diversity. It also show the management the polices that they need to enforce and the ones that they should delete. Secondly, having a set strategy is important. A comprehensive strategy must be attainable and measurable. This can be accomplished by deciding on the changes that need to be made and setting a time schedule for those changes to occur. Thirdly, the management team must make their management team diverse and incorporate those set polices into the function and purpose of the organization. The attitude of diversity starts at the top of the business and it flows downward to the rest of the staff.

Workforce Diversity Management must cooperate and participate in the program they set up to create a diverse culture.

To monitor a companys efforts in accomplishing a diverse workforce I would involve every staff member to help formulate and execute diversity. This can be accomplished by encouraging the staff to express their opinions and ideas and to be open with the organization. Next, promoting a diverse role in leadership will be a benefit to the company because it shows the business is willing to have leaders in various positions. Also, applying diverse training programs will help form the policies the company implements. However, the way businesses do business has changed and the economy has become more global by the minute because the consumer is not just in your neighborhood, they are in different states and different countries. With the idea of a global sales base, the business must have a diverse cultural staff to help meet those sales in order to be effective and consumer friendly.

Workforce Diversity References Examiner, Diversity vs. Affirmative Action (2009) by Jessica Carter, retrieved from examiner.com on February 27. 2013