Diversity Case

Diversity

October 11th, 2012

Diversity what is diversity? Diversity is generally defined as being composed of different elements or qualities. There are several types of diversity age, class, ethnicity, gender, race etc. (Robinson 2002). Diversity is an important issue today considering the differences in the U.S. population. Diversity in the workplace is essential for success in business. Companies today are focusing on diversity and looking for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity.

Diversity is so crucial that there is legislation on the federal and state level which requires equal opportunities and makes discrimination in the workplace illegal. These laws specify the rights and responsibilities of both associates and employers in the workplace and hold both groups accountable. This results in diversity in the workplace. There are several benefits in the workplace for example diversity can reduce lawsuits and increase marketing opportunities, recruitment, creativity and business image. In a time where flexibility and creativity are keys to competitiveness, diversity is critical for an organization's success.

As with everything in life there are challenges with diversity in the workplace in regards to managing a diverse work population. Managing diversity is more than simply acknowledging differences in the people. It involves recognizing the value of differences. Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the organization. Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity. Negative attitudes and behaviors in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, and termination practices.

There are certain tools required for managing diversity. Effective managers should be aware that certain skills are necessary for creating a successful, diverse workforce. First managers must understand discrimination and its consequences. Second, managers must recognize their own cultural biases and prejudices. Diversity is not about differences among groups, but rather about differences among individuals. Each individual is unique and does not represent or speak for a particular group. Finally, managers must be willing to change the organization if necessary. Organizations need to learn how to manage diversity in the workplace to be successful in the future.

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