July 7, 2013
Every day the global workforce is growing and for many years there has been big issues within the workplace. One of those big issues being diversity. Every employee has something very unique to bring to the company. The ideal company will have the best team players with great work ethic. In most cases a successful company holds employees that have different views which come in handy for big business decisions. In a growing global workforce, some of these differences cause barriers which can affect the company. Employers know that Diversity is growing within the global workforce every day and for an assortment of employees to work effectively as an organization there is definitely a need for action(Greenberg, 2010).. The concept of diversity is to respect and understand one another. It is to our advantage to be able to learn from one another and to see each other as an asset to the company. Background
Greenberg from multiculturaladvantage.com says that Diversity refers to various differences between people in an organization. Workplace diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more (Greenberg, 2010). Diversity involves how people perceive themselves and also others (pg1). The differences can range from the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. All of this information is also back up by Greenberg’s assumptions of what the result will be if HR doesn’t act in embracing the unique differences within the work place. Challenge Types
Diversity is commonly known to come with a challenge. Greenberg gave great insight on the challenges displayed within the workforce. He explained more of the major challenges within the work place when he began to explain: Communication - Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. Resistance to change - There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The “we’ve always done it this way” mentality silences new ideas and inhibits progress. Implementation of diversity in the workplace policies - This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, Human Resource management must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization. Successful Management of Diversity in the Workplace - Diversity training alone is not sufficient for your organization’s diversity management plan. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization.(Greenberg, 2010) Many of these challenges stem from an organization alienating diversified issues. To better the situation it is to be looked at as though each person just has a uniqueness because in fact that is what it is. A lot of these barriers are caused by our mental state and stereotypes. These things are to be eliminated to bring opportunity of openness and comfort ability within the workplace it is also good to keep in mind that if a company is wanting to remain competitive, diversity is the key. In the workplace a lot of sterop
With the workplace being so heavily diverse, the Equal Employment Opportunity Commission encourage work/life programs, particularly in the caregiving context (e.g., for children, elderly parents, etc.), such programs present another potential source of discrimination allegations. Title VII of the Civil Rights Act of 1964 requires equal treatment and nondiscrimination with respect to the terms and conditions of employment—such as compensation, benefits and application of company policies—for covered employers regardless of race, color, religion, sex or national origin (“protected classes”) (Andrew Patrick, 2012) . There are also some laws that have passed that had an impact on the EEOC. One of the oldest happens to be the Civil Rights Act of 1866. This act provides that all citizens have the same right “as enjoyed by white citizens… to inherit, purchase… hold , and convey… property , and that all persons … shall have the same right to make and enforce contracts … as enjoyed by white citizens (HR Pg. 48).
HR Managing Diversity
Grasping an understanding and acceptance of managing diversity is the key. It is natural for anyone unfamiliar with a situation to want instructions on how to handle an unfamiliar situation just to assure we know what to do. With there being many different types of diversity, there isn’t many instructions on how to tackle it. Once HRM acknowledges peoples differences and see the differences as valuable it then prevents discrimination within the work environment. It is their job to assure that the job is appealing to many different types of employees, for example, those with disabilities. Specifying the needs for skill for the assignment/job are very important. This will ensure that appropriate accommodations are made.
Human Resource Management needs to focus more on promoting diversity in the workplace to make things comfortable for every worker in the workplace. Some thing that I have found effective in promoting diversity in workplace is to first identify what your needs are. Reaching out to other organizations such as community churches, schools, Urban Leagues and etc. Doing these things will help reach out to minorities for job offers. Even reaching out to employees for referrals, they will have peers in the industry or may know qualified candidates who may be looking for work. The relationship can also help new employees adjust to the move. Follow up by offering rewards for successful referrals.
With providing diversity training in your workplace. All employees should understand that hiring decisions are based on finding the best candidate and not by quotas. Making the recruiting process more transparent can help ease the minds of skeptical employees. Also be sure managers fully understand the benefits of a diverse workplace. They will be implementing personnel policies so should be fully committed to supporting the practice. When Human Resource management offers benefits such as onsite daycare, childcare subsidies and flexible schedules, and let new hires know that you are willing to accommodate cultural and religious holidays and diversity-friendly but office appropriate apparel choices. Other options things to consider is if your community doesn’t have familiar cultural offerings like ethnic restaurants or specialty markets you can work with the local chamber of commerce to campaign for more diversity and fill those needs.
I have found that it benefits when you give new hires a reason to stay. Give an equal amount of time and effort in retaining new employees. Making them familiar with the new job and company culture. It can be the most difficult time for any employee that’s why very important to show they have a future in the company. Communicate opportunities for advancement and also set up mentoring programs to build close working relationships. Look into mentors that will successfully accommodate with new hire needs. Andrew Patrick, an HR specialist states that you should form affinity groups that empower small groups of employees to brainstorm about improving products or expanding into different markets. Companies get new ideas and employees are reassured their differences are assets. If Human Resource management can embrace the constant changes and also to acknowledge the differences in the workplace it can make things a lot easier for every worker in the workplace. It is all about teamwork and once we accept the difference and use them to or advantages that’s when we are able to compete. Workplace diversity has been a huge issue up until this very day. There are many companies lacking and felling at keeping up with the changes and differences within the workplace. Rather it be a company full of men and one woman running the company, let that change be accepted. We will all benefit in the end.
Greenberg, J. (n.d.). Diversity. Retrieved from http://diversity.sdce.edu/content/diversity-workplace-benefits-challenges-and-solutions
Andrew Patrick, H. (2012, April). Managing workplace diversity. Retrieved from http://sgo.sagepub.com/
Weldon Latham; John M. Bryson II. (2013). Workplace diversity: 5 legal challenges of work/life programs. Retrieved from http://www.diversityinc.com/
(n.d.). Retrieved from http://www.shrm.org/