The Core Challanges of Managing Diversity in the Wokplace
THE CORE CHALLANGES OF MANAGING DIVERSITY IN THE WOKPLACE
HR
Management
Business with Finance
4/04/2010
CONTENTS PAGE
Title...............................................................................................................PAGE: 1
Contents.......................................................................................................PAGE: 2
Journal article...............................................................................................PAGE: 3-7
Manager evaluation......................................................................................PAGE: 7-8
Bibliography..................................................................................................PAGE: 9
Evidence of learning appendix.................................................................PAGE: 10-13
INTRODUCTION
The core challenges in of managing diversity in the workplace today.
In today’s business focused environments it has become increasingly significant for organisations to use workplace diversity to their strategic advantage and for competitive edge. Diversity in the workplace is a ‘people’ factor that accommodates the differences and similarities which people bring to an organisation. Diversity in the workplace focuses on observable attributes such as race/ethnicity, nationality, age, and gender, as well as underlying attributes such as values, skills, knowledge, and cohort membership (Milliken & Martins, 1996). Geographic location, profession, education, parental status are dimensions which can be explored and interpreted to suggests that they can be influential to the identities and perspectives that people bring in contribution to an organisation. Conceptually, 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
HR
Management
Business with Finance
4/04/2010
CONTENTS PAGE
Title...............................................................................................................PAGE: 1
Contents.......................................................................................................PAGE: 2
Journal article...............................................................................................PAGE: 3-7
Manager evaluation......................................................................................PAGE: 7-8
Bibliography..................................................................................................PAGE: 9
Evidence of learning appendix.................................................................PAGE: 10-13
INTRODUCTION
The core challenges in of managing diversity in the workplace today.
In today’s business focused environments it has become increasingly significant for organisations to use workplace diversity to their strategic advantage and for competitive edge. Diversity in the workplace is a ‘people’ factor that accommodates the differences and similarities which people bring to an organisation. Diversity in the workplace focuses on observable attributes such as race/ethnicity, nationality, age, and gender, as well as underlying attributes such as values, skills, knowledge, and cohort membership (Milliken & Martins, 1996). Geographic location, profession, education, parental status are dimensions which can be explored and interpreted to suggests that they can be influential to the identities and perspectives that people bring in contribution to an organisation. Conceptually, 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
Bibliography: The business case for encouraging a diverse workforce has been summarised by John et al (1999) as follows: * Greater access to a wider range of individual strengths, experiences and perspectives. Government Policy & Legislation * Sex Discrimination Act (1975) * Equal Pay Act (1970) * Race Relations Act (1976) * Disability Discrimination Act (1995) * Rehabilitation of Offenders Act (1974) * Human Rights Act (1998) * Age, Sexual Orientation, Workforce Diversity Esty, Katharine, Richard Griffin, and Marcie Schorr-Hirsh (1995). Workplace diversity. A managers guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation. Flagg, Alex. (2002). Managing diverse workgroups successfully. United Behavioral Health website (members only section). Available on the World Wide Web at http://www.ubhnet.com. Date visited, February 8, 2002. Koonce, Richard. (2001). Redefining diversity: It 's not just the right thing to do; it also makes good business sense. Training and Development, December. Robinson, Kary-Siobhan. (2002). U.S. must focus on diversity or face decline in competitiveness. The Society for Human Resource Management (SHRM). Available on the World Wide Web at http://www.shrm.org. Date visited, April 26, 2010. Rooselvet Thomas, R. Jr. (2001). Elements of a successful “diversity” process. The American Institute for Managing Diversity. Available on the World Wide Web at http://www.aimd.org/articles/elements.html. Date visited, April 22, 2010.