Companies need to embrace diversity and look for ways to become inclusive organizations because diversity has the potential to yield greater work productivity and competitive advantages (SHRM 1995). Stephen Butler, co-chair of the Business-Higher Education Forum, believes diversity is an invaluable competitive asset (Robinson 2002). Managing diversity is a key component of effective people management in the workplace (Black Enterprise 2001).
The phrase 'Cultural Diversity' means a range of different societies or people of different origins, religions and traditions all living and interacting together. Britain has benefited from diversity throughout its long history and is currently one of the most culturally diverse countries in the world.
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Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Esty et al. 1995). In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization’s success. Also, the consequences (loss of time and money) should not be overlooked.
International Day for Biological Diversity - 22 May
Unfortunately, there is no single recipe for success. It mainly depends on the manager’s ability to understand what is best for the organization based on teamwork and the dynamics of the workplace. According to Roosevelt (2001), managing diversity is a comprehensive process for creating a work environment that includes everyone. When creating a successful diverse workforce, an effective manager should focus on personal awareness. Both managers and associates need to be aware of their personal biases. Therefore, organizations need to develop, implement, and maintain ongoing training because a one-day session of training will not change people’s behaviors (Koonce 2001). Managers must also understand that fairness is not necessarily equality. There are always exceptions to the rule.
DiversityWeb - A Resource Hub for Higher Education
Throughout the United States we experience a profounddemographic shift as Hispanics, Asians, Africans, Caribbean people, and manyother communities of non-European origin are on the rise. Today, as ever, theChurch's mission to proclaim the Gospel of Jesus Christ and promote the life anddignity of each and every human being has much to do with insight intocultures. Catholic parishes are moving from mono-cultural patterns to ones wecall "shared," that is, to parishes in which more than one language,racial or cultural group seek to celebrate the Eucharist and embody Christiancommunity. For ministers and pastoral workers to be effective in this diverseenvironment, the right knowledge, attitudes and skills need to be developed.
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As a former EKU student-athlete Amadi Brooks wanted to pursue her passion of giving back. Her position in the Diversity Office has allowed her to channeled that passion as the GA of EKU Athletics Retention and Graduation. Amadi developed Athletes on a Mission to connect with EKU student-athletes through guidance, mentorship and community service. Showing student-athletes that they have a voice, as well as increasing their awareness of the world outside their sidelines.
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A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organizations need to learn how to adapt to be successful.