User:DJMarcelin/Workforce Diversity in organization

Many organizations recognize that they have to deal with a blend of different races, genders and cultures in the workplace. Some diversity advocates think diversity help employees and employers understand the value of cultural differences which then helps get the best productivity of all workers. “The opportunity is creating a workplace where everyone contributes his or her full potential.” (Jost 3) Diversity in the Workplace Is it good for business?

What is work diversity?
Work diversity is similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, education, socioeconomic status, religion, sex, and sexual orientation. Employees enter the workforce with various backgrounds, values, goals and perceptions of acceptable behaviors. All of these factors impact a person’s personal ethics. (Hoobler, Jenny 1)

How does work diversity play a role in an organization?
It is not uncommon for a workforce to be made up of individuals who are diverse in terms of nationality, culture, religion, age, education and socioeconomic status. They enter the workforce with differing backgrounds, values, goals and perceptions of acceptable behaviors, all of which impact on their personal ethics. Underlying causes of such conflict may include lying, withholding needed Information, abusive or intimidating behavior towards employees, misreporting actual time or hours worked, discrimination, sexual harassment, theft, breaking environmental and safety laws, and falsifying records. (Sexton, Tiina-Liisa 4) Understand and deal with cultural difference

Creating and managing a diverse workplace
The more diverse your workplace is becoming the more you have to effectively train workers to deal with the changes in the workplace. “Managers and supervisors must recognize that the way they treat their existing employees has a great deal to do with whether a particular organization is able to attract and retain the employees it needs to be a successful organization.” (David A. Thomas 6). A company should create an environment that welcomes diversity. One of the things a company can do is listen and be flexible. Flexibility is key to retaining skilled employees who come from varied backgrounds. A manager or supervisor should consider a person’s idea before dismissing it. Always provide continuous training. When a company invests in its employees, the employee feels more valued. This gives the employee hope that their chances for advancement and other opportunities in the company.

Workforce diversity issues/challenges
According to Bill Kuhn, about one-third of employees do not feel involved at work. Ninety percent leave for reasons other than pay, yet 85 percent of management feels they leave for more money and opportunity. Eighty percent leave because of poor management or leadership, or because of a negative company culture. Some critics see diversity as a threat. Frederick R. Lynch, an associate professor of government states that the promotion of diversity poses “a substantial threat” to individualism, equality of opportunity, equal treatment and “a sense of national unity and cohesion.” (Bill Kuhn 3) Other problems that workforce diversity may face is burn-out and work-life balance issues, we race, ethnicity, sexual orientation, and other issues.

Other issues that may occur in the workplace due to diversity is lying, withholding needed Information, abusive or intimidating behavior towards employees, misreporting actual time or hours worked, discrimination, sexual harassment, theft, breaking environmental and safety laws, and falsifying records.

Dealing with differences in a diverse workplace
A code of business ethics should enable employees to understand their responsibilities in conducting business on for their organization. It should address their responsibilities to each other, to clients, to the marketplace, to business partners, and to the communities and governments in the countries where business is undertaken. If the organization has a written document, such as a formal code of business ethics, this helps the organization clarify company standards that might be misconstrued or misinterpreted. “Creating a system for managing values is a major step in resolving any conflict between an employee's personal ethics and the expected business ethics.”(Sexton, Tiina-Liisa 5) A company's ethical guidelines varies with the values and culture of each organization. It should emphasize those values and behaviors that are important. If the company faces an issue about an ethical problem, then the code of ethics should be revised to concentrate on the issue. The organization should continuously review and revise the code of ethic to reflect changing needs. To ensure that staff is making ethical decisions, organization have to be consistent with code of ethics. The staff also has to consistent with recruitment and establishing an ethics committee. Adopting measures that promote and ensure ethical conduct in the workplace can reduce conflicts. This is a good for the prevention and management of misconduct, and is ultimately good for business.

Benefits of diversity
There are benefits associated with a diverse workforce. Diversity brings varied experiences and ideas from people of different backgrounds to an organization. It increases creativity and promotes the growth of the workforce. If you have a diverse workforce that is based on the community, it opens up business opportunities and allows you to maintain a competitive edge. “A diverse workforce is one that enhances productivity by affording all employees and applicants a positive work environment and the opportunity to advance within an organization.” (Hoobler, Jenny 8).

Strategy to implement Workplace diversity
To recognize a diverse workforce an employer can prepare a written policy that shows a commitment to providing equal employment opportunity for all applicants and employees. That can imply a strong statement of non-discrimination in the workplace and an effective complaint procedure. An employer can consider adopting a diversity mission statement. They should be clear about what qualifications are needed for a position and make sure that the qualifications established for a given position actually mirror those needed to do the job rather than assumptions. An employer can develop relationships with organizations that show interests in the candidates such as women, minorities and older workers. These memberships can increase your networking base and help diversify you workplace. Another thing an organization or employer can try to do is make partnerships with local schools and trade schools. This can lead to different ideas from people of different genders, ages, nationalities and bring ideas that might be outside the box. To retain more people an organization can have mentoring within their company promote interest in careers in their particular industry. To reach potential candidates, an employer can place job listings in newspapers that have a diverse audience. As an employer you should monitor your diversity efforts and determine what activities have promoted a positive and diverse workforce. (Jost, K. 8)

Other ways are to create a mentoring program that matches new employees with those who are more seasoned. Not only will new employees get to learn first-hand from successful employees, both mentors and protégés have the opportunity to develop trusting relationships that will enhance the work experience.

How to measure the success of a diversity program
To figure out how successful a diversity program is you would look at the numbers of diverse staff who have been recruited and retained. This information is helpful but it does not show which initiatives were the most effective in achieving a diverse workforce. Diversity training is used in organizations commonly. There are three primary objectives for most diversity training: awareness of diversity issues, reducing biases, and overcoming factors that interfere with effective diversity management. This was based on a study on the effectiveness of diversity training using self-report measures. They found that staff who attended the training rated management practices related to diversity to be important and reported that they perceived themselves as engaging in such practices