...workplace diversity. The reasons why Xerox should be motivated to diversify their workforce is more talent will be employed at Xerox if employees of all cultures and race are hired because diversity is a key to achieving critical business results. Furthermore, there will be more knowledge sharing employees can share cultural traits, market demographics and help develop companies develop robust knowledge management and market intelligence systems that create productive people and an innovative company by recognizing and respecting diversity and empowering individuality. Enhanced Productivity by processing varied skills, competencies and capabilities of different races and cultures, Xerox can increase its productivity worldwide (Xerox) that will make them a prominent player despite the economic slowdown in technology spending. Reduced Discrimination at Xerox woman and minorities make up for 52% of the workforce and 42.5% of Xerox senior executives are women or people of color or both (Xerox). This motivates employees in a way that they feel like they appreciated and valued. Besides, its make them challenge each other’s underlying assumptions, freeing everybody from convention and orthodoxy. Xerox has strict discrimination policies as well. With the inclusion of women in the workforce, Xerox developed a form of “flex time” that allowed for a better work/home life balance which has increased productivity which clearly shows how Xerox shows its values workplace diversity. They also...
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...group in the U. S. by the year 2010. In order for companies to fully and aggressively compete in the marketplace, they will need to consider these statistics and work towards attracting, recruiting, developing and retaining a diverse workforce. This will be critical if they are to survive. They will also need to recognize that the market they cater to is becoming more diverse. Diverse groups are a growing percentage of the buying power in the United States. In order to maintain competitive advantage in the sector they serve, organizations will need to truly understand its customers, clients, members and employees and will need to create an organizational climate that is welcoming to all. The Birth of the Diversity Movement The “Diversity” Movement was born in 1987, when the Hudson Institute launched a study titled “Workforce 2000”. The study projected demographic trends that would impact the workplace, as we knew it by the year 2000. One of the predictions made was that there would be a marked growth in the number of women and minorities entering the workforce. In fact, the report suggested that women,...
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...Diversity Training Plan Jennifer Perez HRM/326 May 23, 2016 Diversity Training Plan Many employers are unaware of the benefits of and ways to achieve workplace diversity. This Diversity and inclusion training plan provides this information. This plan is designed to be presented by an individual who is knowledgeable in diversity and business strategies and who is familiar with the company’s strategic business plan. By the end of this training the employee should be able to provide a clear understanding of what diversity is and what it is not, to raise a greater awareness and sensitivity to diversity issues that go well beyond the assumed categories, to recommend behavioral tools for fostering a more cohesive workplace and to define diversity. Companies who recognize that they are only as good as their employees devote a great deal of time and resources to hiring the most talented individuals. By striving to build and maintain a diverse workforce, they have access to a larger pool of candidates thus improving the odds of hiring the best people. Employers who put people first, regardless of their race, religion, gender, age, or physical disability have an advantage over competitors. (The Business Case for Diversity - Training for Supervisors, May 2016) Diversity is the quality or state of having many different forms, types, ideas, etc. Also defined as the...
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...together on a goal. Some of the differences which can be enumerated between the terms team and group are as follows: The strength of the team relies on the fact that the members of a team have similarities in the purpse and there is interconnectively between the individuals members and on the other hand the group is larger in number. The group’s strength could be assessed from the fact that they need to be willing to execute the commands of a leader. Workplace diversity refers to the mixture of differences between people within an organization. This may sound simple but diversity includes race, gender, ethinic group, age, personality, cognitive style, tenure, education and background are naming a few. Diversity involved how people look at themselves and others. Those perceptions have an effect on their interactions. Diversity will increase greatly over the years to come. Only successful organizations will recognize the need for immediate action and are willing to manage diversity in their workplace…now! The success and competitiveness depends on the organizations ability to embrace...
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...Diversity Action Plan SOC315 Diversity Action Plan In today’s emulous world it is not enough for a company to employ a diverse workforce. Companies must take full advantage of the diversity at their disposal to remain successful (Gwele, 2009). This must include a plan of action; a roadmap to success. The company will face challenges and detours along the way, but it must resign itself to stubborn resolve. Commitment to addressing diversity in the organization must be a cogent conviction instead of a retrospective addendum. Opportunities and Challenges of Increasing Diversity Today more than 60% of McDonald’s home office and U.S. company workforce are of a racial or ethnic minority, or are women (McDonald’s, 2010). McDonald’s thrives on diversity within their organization, and based on their initiatives, the level of diversity will increase. Opportunities Diversity presents a variety of opportunities to improve adaptability, productivity, teamwork, and problem solving. Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. For instance, different perspectives can assist in the development of new meal options for consumers. Employees from different cultures bring a variety of talents or experiences in suggesting new ideas in adapting to changing markets and customer demands to keep McDonald’s competitive in the food industry. A variety of skills lead to innovative approaches...
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...Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2013 Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Pin Zhou Cornell University Daniel Dongjin Park Cornell University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/student Part of the Human Resources Management Commons This Article is brought to you for free and open access by the ILR Collection at DigitalCommons@ILR. It has been accepted for inclusion in Student Works by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Abstract Question: Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’? Keywords human resources, diversity, inclusion Disciplines Human Resources Management Comments Suggested Citation Zhou, P. & Park, D. (2013). Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/student/46/ Required Publisher Statement Copyright by the authors. This article is available...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...The business environment is continuously evolving with the integration of new management trends developed to create opportunity and respond to various challenges. However, with the unpredictability of the business environment which is driven mainly by globalization and technology, innovation turned out to be increasingly important to success. It means that innovation and strategy is converging to help in productivity. Innovation has the potential to change the agents within an organization to become better entrepreneurs to meet various challenges. Strategic thinking is crucial in creating a coherent, integrative and unifying framework for making decisions particular regarding the direction in which an organization goes and the resources it plans to utilize (Goldsmith, 2009). In some way, strategic thinking utilizes external and internal data, perceptions and opinions. It is proactive, conscious and explicit while defining competitive realm for strategic advantage in the organization. Strategies are formed to improve the performance of an organization which means that the company will have to conduct something unique and different compared to that of the competitors. Whenever an organization develops a new strategy, it means that they are establishing change whether it is innovative or incremental. It means that managing to execute a strategy involves managing change. The business landscape of today is characterized by escalating diverse environments whereby some...
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...workforce Diversity is more than just a buzz-word. In today's workplace, it can hold the key to fostering new ways of thinking, reaching out to a wider range of customers and growing your business. Our workforce and working patterns are changing. Our working population is getting older, and increasing numbers of women and people from different cultural and ethnic backgrounds are entering the workforce. Valuing diversity is becoming increasingly important for businesses. Publisher Malcolm Forbes once said that 'diversity is the art of thinking independently together.' Organisations can't thrive and grow if everyone in them thinks and behaves the same way. Having a diverse workforce with people from different racial, educational and social backgrounds and a diverse age range opens up a wealth of possibilities and helps to encourage creativity and foster innovation. There's also a clear competitive advantage to be gained from employing a diverse workforce. An organisation with a diverse range of employees is well placed to understand the needs of a wide range of customers, and can interact with a broad client base. Not only that, but it is also in a good position to recruit and retain staff in an increasingly diverse and competitive labour market. Embedding diversity of thought throughout an organisation also means that talent can be properly recognised and nurtured - wherever it may be. The best starting point for any organisation is to develop a good equality and diversity policy...
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...The textbook defines diversity as “the human characteristics that make people different from one another” (Gomez, 2010). It may also be defined as “valuing all the ways we are similar and different” (Reese 2009, p. 53). 1. First, should he or others attempt to respond to negative reactions to the composition of the new EC? What should they say? To whom? When? How? It would be wise for Voser to get in front of the negativity voiced by some members of the organization before it festers into discontent and organizational tension. “Voser did not think it appropriate to measure his commitment to diversity and inclusion by looking only at the group of eight people at the very top of Shell” (Sucher 2020, p.1). It is important that Voser points out that the creation of the new Executive Committee (EC) does not represent the efforts of the organization to be both diverse and inclusive. He should reaffirm throughout the ranks that the mission will continue to be diversity and an atmosphere that encourages inclusion. It is pretty obvious from reading the case that the committee does not adequately reflect the culture that has been devised within the Royal Dutch Shell Company. I feel that it is important that this issue of negativity be dealt with and not overlooked. If left unattended it could lead to distrust, skepticism, and low morale amongst the employees. It should be handled properly and promptly before the situation becomes critical. As a new CEO, Voser needs to quickly clarify...
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...Feature articles Workplace diversity: developing a win-win-win strategy Joan Marques iversity as a topic earns more attention today than it has ever received before, and the reasons are easily understandable: global migration is increasing, the internet is enabling communication on a worldwide scale, and business leaders are continuously in search for less expensive resources and lower wages to pay. All these trends result in progressively diversified workforces locally and internationally. D Joan Marques is Instructor, Business and Management, Woodbury University, Burbank, California, USA. Increasingly, companies allocate special room for diversity practices on their web sites. Yet, there are some interesting observations that may not necessarily be new, but should nevertheless regularly be brought to the attention of business leaders. Why? So that they can keep track of the best way to develop and implement diversity in their organizations. Let us briefly look at the right reasons and the right way, beginning with the right reasons. The right reasons Often, organizations pride themselves in implementing diversity in order to accommodate customers. But there is only limited reason to be proud of this way of bringing diversity to the workplace. What these companies overlook is that they apply diversity only as a means toward an end, not as an end in itself: B They apply diversity with the primary mindset of profits. They reach out to their customers, but do not...
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...Abstract Diversity encompasses characteristics that categorizes individuals and allows for self-identification. Diversity presents itself in two different forms, visible and invisible. Those that are visible forms of diversity include ones physical appearance, sex, race, age, ethnicity, speech patterns and language. Those that are nonvisible include characteristics such as religion, national origin, illness and sexual orientation (Clair 2005). When discussing diversity in the work environment, most often times they are discussing the outward, visible characteristics, however invisible social identities are common in the workplace. Gender is one of the most common viewed issues when looking at diversity in the workplace. The glass ceiling and equality issues are analyzed and discussed frequently. Discoveries have been made that support the idea that woman should be on more Boards and should be making more decisions on allocations of monies. This paper seeks to address how diversity impacts an organization and how managers can make diversity work for them. Introduction According to Gibson, Ivancevich, Donnelly, and Konopaske (2012), Diversity is a term that describes the cultural, ethnic and racial differences in a population. A more comprehensive definition by Gibson et al (2012) indicates that diversity is “an array of physical and cultural differences that constitute the spectrum of human attributes. There are six dimensions of diversity which include: age...
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...Short Essay | Diversity in the Workplace | How it can create business related advantages | | Madison Roney: 7660183 | 5/15/2013 | | In modern western society, the diversification of culture has increased dramatically in recent years. With this shift, along with the growing competitiveness of the labor market, corporations have been forced to hire more employees who are not familiar with the spoken language or societal norms present in western culture. Many corporations, as much as 80% according to equity activist Trevor Wilson, consider cultural barriers to be a burden on their managers and fellow employees. As a result, these corporations fail to treat their employees equitably. (Hayes, 1999). One could argue, however, that the diversification of employees within the workplace has various business related benefits such as improved efficiency, bottom line revenue, and relationships formed with co-workers, managers and customers alike. However, to ensure its success, principles of transformational leadership must be used on the part of managers and various challenges must be overcome in order for these benefits to take full effect. This is not the first time in Canada's history where ethnic equality in the workplace has been a subject of interest. In 1993 the New Democratic Party in Ontario, whom was the provincial government at the time, enacted an employment equity law to ensure fair employment opportunities to workers from select minority groups. This legislation...
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...Diversity and Inclusion SOC/315 November 09, 2011 Diversity and Inclusion Diversity refers the inclusion of different types of people in a group or organization. Many people with different backgrounds work together every day to accomplish tasks assigned on daily basis. Before working together the group should know the different dimensions of diversity. “Dimensions of diversity exert an important impact on our early socialization and a powerful sustained impact on our experiences, values, assumptions and expectations throughout every stage of history ” (Harvey, 2009). The different dimensions of diversity are race, gender, age, education, sexual orientation, and geographic origin, or employment. “Dimensions adds layers of complexity to individual identity, it is the dynamic interaction among all the dimensions that influences self-image, values, opportunities, and expectations” (Harvey, 2009). Dimensions of diversity apply an effect on each of us at home, work, and in society giving definition to our lives. “The United States is a very diverse nation and becoming more” (Schaefer, 2011). Concerning ethnic, cultural, or other groups I identify with all. My social circle is consistent with people from all groups. My social circle consists of individuals not a group. I think of all my associates as individuals with different personalities. My social circle member’s personalities are very different and the dimensions play a part from the way we dress, race, gender, and sexual...
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...D & I Times are changing and so are we. As we move toward a more global economy and the demographics within our own country continue to change at a record pace, the ways in which we conduct business must change as well. We must embrace difference as a competitive advantage to our own success. From different cultural backgrounds, customs, and languages to varying work styles, perspectives, and thoughts, our diversity provides us with a vast array of skills and talents that often go unrealized and undervalued. Those organizations that harness these differences and leverage varying perspectives and talents are better positioned to meet the ever-changing needs, wants, and expectations of their customers. Diversification of thought is the driver of innovation. Leveraging our differences for a competitive advantage does not necessarily come easy. It is not simply “common sense” and it is not achieved by just “getting along.” Successful diversity and inclusion (D&I) initiatives require a strategy that is inextricably connected to the organization’s overall business goals. There must be a strong connection to the business and senior leadership support in order for any initiative to be successful. Many organizations wrestle with myriad questions when putting together and executing a D&I strategy. The success of a D & I initiative is dependent upon employees clearly understanding the business case and their individual role in creating an inclusive workplace...
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