Valuing Cultural Diversity

Topics: Fortune 500, Human Rights Campaign, Employment Pages: 7 (2155 words) Published: April 28, 2013
For century’s history has demonstrated that there is only one constant in life, that constant is change. Because this is true, it’s a must that business trends adapt to the ever-growing needs of its industry and clients. This constant change in business and societal trends forces innovative developments, ideologies in work force diversity, and is becoming a key element for many business strategies to gain a competitive advantage. As diversity becomes widespread in politics, society and the workplace, businesses must acknowledge the increase, and be prepared to accommodate all members within the company. Valuing cultural diversity in the workforce refers to the application of policies and practices that seek to embody all job functions within a workforce who are in some way different from those in the prevailing constituency. The business idea of diversity theorizes that in a global marketplace, a company that employs a diverse work force is better able to understand the demographics for the markets it serves, which has a direct correlation with success in their market.

In reviewing accounts from the past, a push for cultural diversity in the workplace would generally stem from the efforts of said organization to comply with state and federal laws. However, things have changed. Businesses have incorporated vastly diversified training programs into its strategies. This shift has unearthed that the benefits of integrating diverse talent into the workforce, not only improves productivity, but it also produces a well balanced pool of knowledge, experience, and creativity. Modern day business is not only using diversity to build a stronger, more cohesive workforce, but also to explore the vast multitude of ideas and viewpoints that diversity offers. Many organizations understand they are no longer employing a “cookie cutter” look and feel. It is my belief; this is due in turn to the fact that there is no one certain type of customer. This diverse pool of employees also benefits the ever-changing demographics of the public in general.

I consider the civil rights act of 1964 to be one of the most important pieces of legislation in the history of the United States of America. This act outlawed major forms of discrimination, which ended the unequal application of racial segregation in places such as the workplace. As firms increase its level of a diverse workforce, a level of discrimination within the workplace often developed. This is exactly why there needed to be an implementation of laws that can protect employees and their rights. In the past several decades, judicial decisions, administrative agency actions and legislations have restricted the ability of employers to discriminate against workers on the basis of race, color, religion, national origin, gender, age or disability. A class of persons defined by one or more of these criteria is known as a protected class (Jentz, Miller, & Cross, 2007). It is unlawful to discriminate against any employee or applicant because of race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Also prohibited are employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals of certain racial groups. Organizations can face serious fines or even worst closure if they have been found to violate any of the terms violated in the civil rights act.

Many businesses have implemented some form of diversity training to raise awareness of the growing business and society trends. However, overt diversity programs are usually limited to large employers, government agencies and businesses facing rapid demographic changes in their local demographic pool. Demographics are the characteristics of a human population as used in marketing research and commonly use sex, race, age, income disabilities, education, employment status and location as a basis for this...

References: Barger, T.s. (2006, March). Hispanics in the workplace: building meaningful diversity.
Women Ceo’s (2011)
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