Managing Diversity in the 21st Century Workplace
Table of Contents
Barriers to Managing Workplace Diversity
Equal Employment Opportunity Commission and lawsuits
Conscious and unconscious bias in the workplace
Harassment and incivility
The Business Case for Diversity
Recruitment and Selection
Practicing Inclusion in the Workplace
Deciphering Diversity and Inclusion
Diversity Training and Education
Retaining a Diverse Workforce
Organizations today are looking at various ways to keep a competitive edge over the competition in their industry. Diversity management was created by organizations as a strategic mechanism to help with the growing diversity in today’s labor markets. Over the years, diversity has been used to define individuals based on ethnic origins, gender, age, sexual orientation, and political or religious beliefs in both society and the workplace. With globalization increasing in the 21st century, organizations have to reevaluate their past practices of diversity management. Human Resource Managers today are challenged to create effective training programs that incorporate upper level management down to front line employees to be responsible for equality and diversity initiatives.
Organizations today are looking at various ways to keep a competitive edge over the completion in their industry. One way is by expanding into the global market. As a number of organizations expand globally, to maintain their competitive advantage, they introduce more diverse multicultural groups into the workplace. Managing this new workforce is a challenge facing many organizations today. Diversity management is a strategy that organizations need to focus on when entering the global market. By managing diversity organizations can both maximize and capitalize on diversity in their workforce. In order to remain competitive, organizations must rely on new diversity management strategies to keep their strategic advantage in 21st century markets. Over the years, we have seen diversity increase in both the workplace and society. This increase is due to the Women’s Rights, Civil Rights, and Gay Rights Movements and the globalization of business markets. The purpose behind the rights movements was for individuals to be seen as equals in both society and the workplace. Even though these movements differ from organizations seeking to move into the global market, the message that Human Resource Managers are trying to send into the workplace is the same. It is crucial that managers, leaders, and employees learn to adapt to the changes occurring in the workplace today. Teaching employees how to accept diverse team members, and realize the strategic benefits from having a diverse workforce is an important part of diversity management. Over the years Human Resource Managers have been struggling with finding ways to train managers, supervisors, and associates on ways to adapt and accept multicultural differences. It is important that these groups learn that treating both diverse customers and associates with respect is an essential part of the organizations strategic plan. By implementing an effective method of diversity management organizations can see an increase in productivity, marketing opportunities, and creativity. They may also see a reduction in lawsuits and a stronger competitive advantage in the global market.
Diversity management was created by organizations as a strategic mechanism to help with the growing diversity in today’s labor markets. Over the years, diversity has been used to define individuals based on ethnic origins, gender, age, sexual orientation, and...
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