Introduction of Workplace diversity is a people issue, focused on the differences and similarities that people bring to an organization. It is usually defined broadly to include dimensions beyond those specified legally in equal opportunity and affirmative action non-discrimination statutes. Diversity is often interpreted to include dimensions which influence the identities and perspectives that people bring, such as profession, education, parental status and geographic location. In addition as a concept, diversity is considered to be inclusive of everyone. In many ways, diversity initiatives complement non-discrimination compliance programs by creating the workplace environment and organizational culture for making differences work. Diversity is about learning from others who are not the same, about dignity and respect for all, and about creating workplace environments and practices that encourage learning from others and capture the advantage of diverse perspectives. This guide provides an introduction to key library and online resources in the area of workplace diversity, including practitioner resources, consultant directories, journals, and more. Diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. Dimensions of diversity include but are not limited to: age, gender, physical abilities qualities, ethnicity, sexual orientation, race, geographic location, educational background, income, military experience, marital status, religious beliefs, parental status, work experience, and job classification. Diversity as a concept focuses on a broader set of qualities than gender and race. In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognizing the unique contributions that individuals with many types of differences can make, and creating a work environment that maximizes the potential of all employees. Diversity is also about having the long term goal that the campus work force should generally reflect the population of the state it serves in all its dimensions. Demographics are current statistical characteristics of a population. These types of data are used widely in sociology and especially in the subfield of demography, public policy, and marketing. Commonly examined demographics include gender, race, age, disabilities, mobility, employment status, home ownership, and even location. Demographic trends describe the historical changes in demographics in a population over time for example, the average age of a population may increase or decrease over time. Both distributions and trends of values within a demographic variable are of interest. Demographics are about the population of a region and the culture of the people there. Demographic factor include Size, growth rate, age composition, sex composition etc. of population, Economic stratification of population, Family size, Caste, Educational level, religion etc. All these demographic factors are relevant to business. These factors affect the demand for goods and services. High population growth rate indicates an enormous increase in labor supply. Population with varied tastes, preferences, beliefs, temperaments etc. gives rise to differing demand pattern and calls for different marketing strategies. Social-cultural Environment is changes in social trends can impact on the demand for a firm's products and the availability and willingness of individuals to work. Social class and caste of a person goes a long way in deciding the business activities in relation to its production and marketing activities. Tradition, customs and social attitudes have changed the attitude and beliefs of the persons which have their effect on organizational environment. Class and caste are influencing the purchasing pattern. Socio-cultural environment may include expectations of the society from...
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