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After encountering issues with a company that I worked for that faced issues with Diverse Employees, I realized that when I manage my own company in the future I will handle this issue differently. Many diverse employees are hired everyday all over the world. But opportunities for advancement are limited to those workers who fit easily to the mainstream or the larger culture. Because companies were not trained to overlook the employees origin, ethnicity, race or religion, These individuals were not given the opportunity to succeed in their careers. Although through strategic planning and observation R. R. Donnelleys developed a solution for companies to help in Managing Diverse Employees.
Benefits of Valuing Diversity
Diversity in the workplace is inevitable and provides many benefits for organizations. Organizations need internal diversity to help them meet the need of an increasingly diverse marketplace. (Katherine Esty; Richard Griffin; Marcie Schorr Hirch; 188)Another benefit from valuing diversity is the opportunity to develop employees and organizational potential. This means higher morale, because people feel valued for what they bring to the organization (R.R. Donnelley 1) No one really disputes that diversity is an important issue. Its been argued that those companies that truly understood how to manage a diverse work force will have an edge in attracting the best talent. (Kenneth Labich 16) I personally believe that serving markets with a diverse work force will make it easier to serve a multicultural company. Valuing diversity has benefits such as developing employees to their full potential and allowing successful interaction with diverse clients in the marketplace. Diversity also provides a broader and deeper base of experience for problem solving, creativity, and innovations. (R.R. Donnelley 1)
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Cost of Ignoring Diversity
According to (Patrick Quek, PFK 17) ignoring diversity can reduce productivity and creativity. The corporate image can be tarnished due to ignoring the issue. Financially the company will loose resources invested in recruiting and training when a dissatisfied employee leaves the company. Diversity is essential to the learning organization, in which teams of workers that cross-functional boundaries are engaged regularly in identifying and solving problems. (R.R. Donnelleys 1)
Major Issues in Todays Workplace
Today more than half the U.S. workforce consists of women and minorities; the economic situation is changing rapidly as a result of international competition. (R.R. Donnelley 1) Many policies within organizations originally were designed to fit the stereotypical male employee. Now leading companies are changing structures and policies to facilitate the recruitment and career advancement of diverse employee groups. (Kenneth Labich 16) Because the corporate world is dominated by a male culture, however sexual harassment affects women to a much greater extent. Women who are moving up in the corporate hierarchy by entering male dominated industries report a high frequency of harassment. (R.R. Donnelley 1)
Affirmative Action
Since the 164, civil legislation has prohibited discrimination in hiring based on race, religion, sex, or national origin. To some extent, the policies have been successful, opening organization doors to women and minorities. However, despite the job opportunities, women and minorities have not succeeded in getting into top management post. (R.R. Donnelly 1). Ultimately, the problem with affirmative action boils down to an unspoken and often unintended sexism and racism in organizations. While it is rare to hear or see blatant expressions of racism and sexism in corporate America today, many minorities believe a more subtle but just as dangerous form has replaced them.(Kenneth Labich 16)
Diversity Awareness Training
Top managers can help shape organizational values and employee mindsets about cultural differences. In addition, training programs can promote knowledge and acceptance of diverse cultures and educate managers on valuing differences. (Ibis Consulting Group Inc. 10) There are many training programs and seminars on diversity and culture that can help managers as well as employee deal with this issue. Another good way to help managers become more familiar with the different cultures is to put them in a workshop that has many other divers managers that are not familiar with your culture. Also expose these managers to many different foreign countries so that they will understand their employees and maybe relate.
Goal of Diversity Training
Hopefully through diversity awareness training it will help managers become aware of their own culture boundaries, their prejudices and stereotypes, so they can learn to work and live together. (Patrick Quek, PFK 17) Diversity training help people learn to reduce stress and negative energy in diverse work teams. Also to help people of varying backgrounds communicate effectively with one another and to groups. ( R.R. Donnelly 1).
Conclusion
In conclusion Diverse Employees should be treated equally.The increased diversity in organizations has provided opportunities for emotional intimacy and friendship between men and women that are beneficial to all parties.In addition undergoing an overall culture change effort that includes diversity and inclusion is on the right track, but only time will tell if managers can make the necessary changes in culture, structure, and policies to help the company reap the benefits of a diverse workforce.
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