Documente Academic
Documente Profesional
Documente Cultură
What Is Diversity?
Although definitions vary, diversity simply refers to human characteristics that make people different from one another Individual characteristics over which a person has little or no control include biologically determined characteristics such as race, sex, age, and certain physical attributes, as well as the family and society into which he or she is born. It is important to keep in mind the distinction between the sources of diversity and the diversity itself. Without this distinction, stereotyping tends to occur.
Management of Diversity
The set of activities involved in integrating nontraditional employees (women and minorities) into the work force and using their diversity to the firms competitive advantage.
Growth and Participation in The U.S. Labor Force (Actual and Projected), 1996-2006
GROWTH Actual Projected 1986-1996 1996-2000 AGE 16-24 25-54 55 and older SEX Men Women -9.4 27.5 7.2 3.8 11.7 13.2 4.8 43.8 4.4 10.4 8.0 33.7 36.2 7.2 PARTICIPATION Actual Projected 1996 2006 15.8 72.3 12 53.8 46.2 11.0 4.1 9.5 75.3 16.4 68.1 15.4 52.6 47.4 10.7 4.9 11.7 72.7
RACE African-Americans 12.9 Asian-Americans and Other* 68.0 Hispanic-Americans 58.2 Non-Hispanic White Americans 7.3
* Other includes Asians, Pacific Islanders, Native Americans, and Alaskan Natives.
Diversity as an Asset
Greater creativity. Employee diversity can stimulate
consideration of less obvious alternatives. Better problem solving. Homogenous groups are prone to a phenomenon called groupthink, in which all members quickly converge on a mistaken solution because they share the same mindset and view the problem through the lens of conformity. Greater system flexibility. In todays rapidly changing business environments, flexibility is an important characteristic of successful firms.
Diversity Training
.
Adopt an inclusive definition of diversity that addresses all kinds of differences among employees, including (but not limited to) race, gender, national origin, disabilities and age. Make sure that top management is not only committed to establishing a diversity program but also communicates that commitment directly to all employees.
Avoiding Backlash
Avoid political agendas Trainer should be a model for valuing diversity Dont force people to reveal feelings Respect individual life styles Dont put pressure on one group to change
Summary
Managing a culturally diverse workforce requires a long-term, integrated effort. Success is most likely with:
Top management commitment. An inclusive view of diversity. Actions based on a combination of legal, moral, and economic arguments. Coordinated HRD efforts that promote diversity.