Diversity research paper

In the any analysis of the diversity of a workgroup, its internal conflict, or its productivity, a fundamental understanding of race, class, and gender as well as systemic racism and chauvinism must be understood. Additionally, by viewing the issue of workplace diversity at a macro levels an understanding of socialization, education, healthcare, and the role of company community and diversity projects can be brought into the conversation of discussing the possibility of more diverse workplaces in the future. This article gives a longitudinal perspective of the issue of workplace diversity and highlights the role social research plays in challenging and shaping business practices related to workplace ic topic & the economy > diversity in the idea of diversity in the workplace has become a priority for human resource managers and public relations managers in large corporations, particularly in the united states. A link to a corporation's diversity program or mission statement can be found on virtually every fortune 500 company website. Since the early 1990s, companies have aggressively positioned themselves in the marketplace as an employer championing workplace diversity and a partner supporting local diverse communities. This drive toward diversity has been spurned by dramatic shifts in manufacturing jobs away from advance capitalism economies, a rise in service sector jobs, company branding, investor relations, and in some cases a sincere business ethic. Despite the public narrative on diversity presented by companies, growing diversity--and even hiring trends favoring women in america's service-intense workforce (green, 2003)--the fact is that many of the problems related to diversity do not seem to be going away. Diverse teams in organizations routinely encounter communication obstacles and in many instances are less productive than their homogeneous of the challenges of diversity remain beyond the reach of large companies. The well-intentioned corporation may find that once it has addressed internal issues of hiring, training, and promotion bias that the diverse workforce they want to hire simply is not better understand many of the issues surrounding the diversity in the workplace discourse, it is necessary to be familiar with some of the basic concepts and dichotomies leveraged in the diversity debate. Within companies and labor markets diversity is studied in proportional analysis of minority and majority group members and in integrative approaches that examine faultlines determined by reoccurring majority-minority splits across many categories (kravitz, 2005). Thus, diversity can be measured separately at many levels in the workplace hierarchy including the field, shop floor, project team, management team, and board room. Finally, workplace culture and its relationship to proportional representation, pay structure, and authority allow researchers to analyze the ability of certain types of workers to have a voice in the workplace. Diversity is a social benefit only if it encompasses fairness in opportunity, rewards, and proportional is a social construct that identifies groups of people by certain shared characteristics. Researchers have utilized gender to explain job segregation, job marginalization, and the effect of proportionality and workplace sociologists work with the category of social class they are working with a slippery concept.

Despite what research data tells us, well over 90% of people consider themselves middle or working class (heaton, 1987). The four categories of sexual orientation, physical ability, age, and religion appear less often in corporate diversity mission workplace: corporations, nonprofits & the understand the dynamics of workplace diversity it is necessary to understand the us workforce. Though nonprofit organizations do tout their diversity programs, the truth is that many nonprofits and most nonprofit hospitals have religious affiliations. When considering diversity in the workplace, companies often find themselves between two strong growing sectors of the workforce with very different approaches to is not enough simply to have proportional representation in the workplace. Yet, if women attorneys at the firm only earn 70% of their male counterparts' wages, then the fairness of the firm's approach to diversity must be questioned. Job segregation, wage gaps, and job marginalization, not just personnel counts, tell the real story about diversity for segregation exists when a category of jobs is filled primarily by workers of a certain type. Some researchers believe that job segregation may be the largest remaining part of the gender wage gap (groshen, 1991). There is no single method of implementing and managing diversity that works for all organizations, but there are certain factors that are essential for the creation of an environment that may engender success with diversity ds affirmative action; diversity; diversity management; diversity training; equal employment opportunity (eeo). I think that some of the ethical reasons for the active pursuit of diversity reside in the desire to eliminate... How diversity of workers has been impacting are at least two major ways that diversity has been impacting , diversity brings a greater range of ideas and insights to firms. By using this site or clicking on "ok", you consent to the use of diversity this article on this article on this article on ad this research makes it increasingly clear that companies with more diverse workforces perform better know intuitively that diversity matters. Our latest research finds that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. And diversity is probably a competitive differentiator that shifts market share toward more diverse companies over correlation does not equal causation (greater gender and ethnic diversity in corporate leadership doesn’t automatically translate into more profit), the correlation does indicate that when companies commit themselves to diverse leadership, they are more successful. This in turn suggests that other kinds of diversity—for example, in age, sexual orientation, and experience (such as a global mind-set and cultural fluency)—are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse ey has been examining diversity in the workplace for several years.

Our latest report, diversity matters, examined proprietary data sets for 366 public companies across a range of industries in canada, latin america, the united kingdom, and the united states. In this research, we looked at metrics such as financial results and the composition of top management and boards. Women matter research mckinsey published in 2007 identified a positive relationship between corporate performance and gender diversity. We have since expanded the focus of this research to examine diversity more broadly, from gender to race and ethnicity to sexual orientation. Our latest research examined metrics such as total revenues, earnings before interest and taxes, and returns on equity for the years 2010 to 2013. For a detailed explanation of how we conducted our research, please see our full report, diversity matters (pdf–946kb). Findings were clear:Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry ies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry ies in the bottom quartile both for gender and for ethnicity and race are statistically less likely to achieve above-average financial returns than the average companies in the data set (that is, bottom-quartile companies are lagging rather than merely not leading). The united states, there is a linear relationship between racial and ethnic diversity and better financial performance: for every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (ebit) rise 0. And ethnic diversity has a stronger impact on financial performance in the united states than gender diversity, perhaps because earlier efforts to increase women’s representation in the top levels of business have already yielded positive the united kingdom, greater gender diversity on the senior-executive team corresponded to the highest performance uplift in our data set: for every 10 percent increase in gender diversity, ebit rose by 3. Certain industries perform better on gender diversity and other industries on ethnic and racial diversity, no industry or company is in the top quartile on both unequal performance of companies in the same industry and the same country implies that diversity is a competitive differentiator shifting market share toward more diverse ’re not suggesting that achieving greater diversity is easy. The united kingdom does comparatively better in racial diversity, albeit at a low level: some 78 percent of uk companies have senior-leadership teams that fail to reflect the demographic composition of the country’s labor force and population, compared with 91 percent for brazil and 97 percent for the united numbers underline the work that remains to be done, even as the case for greater diversity becomes more compelling. Given the higher returns that diversity is expected to bring, we believe it is better to invest now, since winners will pull further ahead and laggards will fall further article is adapted from the report diversity matters (pdf–1,732kb), which was re-released in february this article on this article on this article on ad this is technology taking the economy? It found that commitment, measurement, and culture outweigh a business case and hr gender diversity at the top remains a 2014 – mckinsey’s survey of global executives finds that corporate culture and a lack of convinced engagement by male executives are critical problems for global gender er 2012 – women continue to be underrepresented at senior-management levels in asia, europe, and north america. This is bringing us into a new economic era—a distributive one—where different rules to create an agile in the workplace fifty: evaluate an oil and gas giant outmaneuvered low oil ng the bank for an ecosystem of my current research has been on the topic of diversity.

Below please find a decision making guide to the upcoming michigan civil rights initiative, a summary, excerpts, and powerpoint slides for my book the difference: how the power of diversity creates better groups,Firms, schools, and societies, some academic papers on diversity, and a selection of writings on difference: how the power of diversity creates better groups, firms,Schools, and societies. The guide is thirty-six pages long but designed to print two pages per sheet of paper. The talks were written so as to be accessible to a general 1: an introduction to 2: the implications of ic papers on diversity. Selection of my academic papers on issues related to m solving by heterogeneous agents (with lu hong in journal of economic theory). Selection of other writings on issues related to ity and paper: challenges to inclusion and diversity in faculty hiring—research and best practices. At the very base of what makes diversity recruitment and hiring difficult is that historically it has been difficult to track the makeup of the applicant pool. S academic institutions almost universally affirm the importance of a diverse faculty body—frequently citing a wealth of research on the benefits of organizational diversity at all levels. This free white paper, we survey the landscape of faculty demographic statistics, official diversity efforts, and factors that influence an institution’s ability to follow through specifically on diversity and representation in recruitment of new faculty members. And we make the case for some concrete, actionable factors tied to the logistics of tracking the applicant ad this free white paper:Learn about how interfolio helps scholars, administrators, and ons or suggestions? Diversity and business in the united states the demographics of the united states are changing at a rapid pace and consequently we are observing a “transformation in the culture and buying habits of this nation. This concept analysis is dedicated to exploring the broadened sense of diversity through active concepts with respect to term usage, and current literature research to support the understanding and relevance of the term itself. Search terms: diversity, ethnic variety, and variation introduction: definition the dictionary definitions for the term “diversity” are fairly similar in nature. Racial diversity is the idea of having people of different backgrounds working together for one common foundation. While some may believe that racial diversity is a way to discriminate people but i think that racial diversity helps us in many ways, some are observable and some are imperceptible.

I think that racial diversity is a good strategy, it also is a great way to learn about people of diverse cultures and how their principles can operate within one another. The most commonly ignored or unnoticed aspect of preservation of natural resources and economic development is human racial or cultural diversity.... Introduction as a general statement diversity refers to the prevention of discrimination in conjunction with the improvement of equality. In a global marketplace diversity is theorised as a corporation that employs a diverse workforce in that includes both genders, people of many generations and those from ethnically and racially diverse backgrounds.... Workforce is the most demographically heterogeneous workforce in the world and he believes that this is due to major changes and diversity . However, regardless of these trends, research has revealed the diversity practice's impact on companies performances linger absent (lacking).... There were too many cultural discrepancies between people, and ultimately america, the country based on freedom and equality, faced challenges concerning diversity.... Companies such as buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. Although there is still no consensus on how to define workforce diversity, diversity policies and program are producing positive effects in organizations. Workplace diversity is one of the most key elements that any business and corporation must have and utilize. The numerous types of workplace diversity are what make us function so well both as a society and as effective businesses. The diversity of an organization’s workforce and taking affirmative steps to attract, develop and retain diverse employees has become an essential component to business success. It is to encourage managers to use all resources when recruiting to enhance the cultural diversity in their work place as “dynamic atmosphere of collaboration”. Diversity is characteristics of individuals that shape their identities and the experience they have in society” (certo, 2010, p.

Workplace diversity is similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities,... Interestingly, since companies “have to” hire applicants without discriminating, they found that it is actually beneficial to have diversity in the work environment. There are many advantages to having diversity in age, gender, and disabled employees in the workforce.... Before companies even thought of becoming global or internationally known, workforce diversity was affecting companies around the world. Diversity in the workplace is a subject that has gained increased attention over recent years. I believe it is important for managers to value the diversity in the workplace by recognizing their workplace composition, and the cross-culture differences and similarities. Valuing diversity in the workforce can assist a manager or an organization in developing and utilizing all of the human resources available. Valuing diversity can be defined as, “valuing the vast differences between people within an organization. Our text defines valuing diversity as: “means putting an end to the assumption that everyone who is not a member of the dominant group must assimilate. Managing diverse employees in a multicultural environment proves challenging to managers; yet, increasing diversity in the workplace is very beneficial for an organization. Because managers have more influence than rank-and-file employees, it is imperative that managers commit to diversity of the workforce. Supporting diversity “without awareness and knowledge of gender, race, culture, and ethnicity, therapists and other helping professionals could unwittingly engage in cultural oppression (a. After surviving the destruction of the third reich, the civil rights’ movement of the 1960s and the women’s movement of the 1970s, it is hard to understand why the need for diversity still has to be discussed except that as a society, we are infants when dealing with diversity issues.... As i contemplated the idea of working towards my master’s in education i brought with me the idea of diversity in education and why facilitating different school systems is vital to a healthy society.

As the american workforce continues to become more and more diverse, it is becoming even more important for organizations to recognize the diversity of their employees and adopt policies surrounding diversity issues. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace.... Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.... Diversity of my organization’s members is respected by my principal’s diplomatic leadership style. Another way diversity is respected in our school is various committees determine activities, discipline, clubs, and curriculum approach. These pillars are described as “demonstrate leadership support”, “engage employees as partners”, integrate diversity with management practices” and “link diversity goals to business goals” (canas & sondak, 2014). Unfortunately, teachers and schools have not always met the challenge of linguistic and cultural diversity” (laureate, 2014). The nba was once an all white and male dominated league, now through years of an aggressive effort to diversify the organization the nba is now one of the shining beacons for diversity, tolerance and acceptance in the workplace.... If i had been asked to define diversity 10 years ago, i would have defined it simply as being different; specifically, of different race, gender and age. These beliefs are similar to the primary dimensions of marilyn loden’s diversity wheel (canas & sondak, 2014). I have viewed diversity primarily in context to my existence in the world around me and loden’s primary dimensions most closely describe what i thought of when i heard the term diversity. Thankfully, i have grown more in the past 10 years and would now define diversity not just as loden’s primary dimensions but would say that diversity is an acceptance of the differences between people and these differences permeate all areas of li... Abstract this paper analyses the relationship between cultural diversity and workgroup outcomes (satisfaction with workgroup, and workgroup performance) in multicultural organizations, in the presence of moderating variables of intragroup conflicts (task, relationship and process conflicts). Analysis of empirical data collected from employees of multicultural organizations produces results in line with the literature and suggests that there is negative relationship between cultural diversity and workgroup outcomes, while intragroup conflicts have a strong moderating effect on th...

Diversity efforts within an organization the more flexible an organization is with their employment tests by using rules of three, passing scores and banding, the more diverse the pool of employees are. Diversity is the uniqueness which every employee brings to the workplace in an organization or establishment. At the workplace, valuing diversity means creating a work environment that respects and includes individual variation by maximizing the potential of all employees or in which every employee feels included.... Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. Diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. Dimensions of diversity include but are not limited to: age, ethnicity, gender, physical abilities / qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience, and job classification. Companies must have the knowledge of diversity and if required, diversity programs in place to ensure equal treatment of all persons. There are many types of diversity in the workplace such as racial diversity, age diversity, and diversity involving skills. Based on your knowledge of the various layers of diversity along with the process model of diversity, what steps would you take as a manager to manage diversity, and reduce potential negative effects of diversity. Explain the steps in terms of ways that you would manage and reduce potential negative effects of diversity. Workgroup diversity has gained more scholastic attention off late in the wake of internationalization leading to people from different cultures, communities and other demographic socio-economic-political backgrounds participating at a common platform in the workforce (watson et al. Upon analysis of wilfred cantwell smith’s discussion of religious diversity, maritain’s position on the relation between religion and the secular world, and hegel’s presupposition about abstract rights, this common question arises.... This essay looks in particular the education and training of staff on diversity issues including the native british culture for overseas staff. In today’s society, cultural diversity is at the highest point it has ever been.

As companies are becoming more diverse, it is becoming more important for them to understand and manage that diversity. The company is committed in improving its image and value by generating opportunities and possibilities through greater diversity at a higher organizational level. Diversity in the workplace abstract imagine that you are a highly qualified former hispanic executive who was recently laid off from a fortune 500 hundred company. In the prior roles you may have never really understood the need or the process of managing diversity. We need to give each other the space to grow, to be ourselves, to exercise our diversity. Changes in the cultural make-up of organizations have been so vast that it has become imperative for leaders and supervisors to understand cultural diversity and how it can affect their organization.... Diversity is a composite of racial, gender, ethnic, nation origin, cultural, attitudinal, social-economic, and personal differences. Diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another. It is all inclusive and recognizes every individual and every group as part of the diversity that should be valued.... This diversity has many advantages, but it also ads a level of complexity to management. Abstract this paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. Part i represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts ii characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace.

There are many types of diversity; ethnicity, gender, religion and age just to name a few. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. The author approaches the question from the society's point of view, stating that in the liberal education model there are several benefits associated with diversity. The authors state that differential treatment is not the solution to tackle the negative effects of diversity. Generally when someone begins speaking about diversity in the workplace, thoughts of affirmative action, racial diversity, or even sexual equality are usually foremost in our thoughts. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (for the sake of simplification, throughout this paper these will usually be included in the term, minorities). Traditional diversity at uc-berkeley, the course description for "politics and poetics" (fall course 2002) stated that "conservative thinkers are encouraged to seek other sections. This paper is going to look at four types of diversity and demographic characteristics that impact individual behavior in the work place and in everyday life settings. Managing workplace diversity introduction as we enter the new phase of modern labor, diversity in the workforce is rapidly increasing. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. Diversity is a term used most often to describe the different types of race, religion, and nationalities but in today’s business world, it is used to describe the different individual behaviors of employees. Diversity is about characteristics and demographics that differ from person to person and how they affect human behavior. To understand how diversity affects the work place let us look at four types of diversity--differences in skill and abilities, values and attitudes, occupation differences, and age.... The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce.

Even if affirmative action is dismantled, diversity of the workforce is clearly here to stay. Diversity and the impact on individual behavior the closest definition to individual behavior is personality which is "the totality of an individual's behavioral and emotional characteristics. Diversity includes all the ways in which individuals differ including race, gender, age, disability, religion, sexual orientation and child/elder care responsibilities (census bureau, 2007).... For the purpose of this paper, i will define what the term diversity means, and then i will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on. Since each class in the online format requires working within a learning team, team diversity is an issue student's deal with all the time. In what follows, we will discuss the impact of diversity as it relates to our team in the areas of geographic differences, personality traits, age, and occupation.... In the context of the global workplace, valuing diversity cultivates an environment that respects and includes differences by creating a workplace setting that maximizes the potential of all employees. Only when organizations know the true return on investment (roi) behind diversity training will they be inclined to bear the cost and effort associated with implementing programs to effectively manage this diversity. Diversity in marriages enormous diversity in nationalities and cultures throughout the world often can create obstacles to developing relationships between those who choose to be narrow-minded and prejudiced about ethnic groups outside their own. Aspects and impacts of generational diversity this paper examines several aspects of generational diversity and its impact on law enforcement organizations. This paper briefly discusses a few of the characteristics most commonly associated with each generation and how generational diversity will: ƒ¶ create change in law enforcement organizations.... Diversity and demographic characteristics introduction diversity relates to gender, age, language, ethnicity, cultural background, disability, sexual orientation or religious belief, including that people are different in other respects such as educational level, job function, socio-economic background, personality profile, marital status and whether or not one has family. Diversity and demographic characteristics diversity and demographic characteristics throughout this paper i will describe and analyze to some degree, diversity, and demographic characteristics with an emphasis on the following behaviors: · gender · age, as it relates to the use of technology · differences in skills and abilities · personality traits employee demographics, as stated by chuang, joshi, & liao, (2004) "in terms of tenure, age, gender, and ethnicity has been found to predict turnover, commitment and integration, relationships with peers, altruism, organization based self-esteem and task performance.

Diversity-embracing organizations will likely enjoy larger market share since they will have access to a potentially larger customer base (lockwood, p. Actively pursuing workplace diversity assists employers to address talent shortages and improve organization effectiveness and productivity by hiring right talent people to fit their needs.