Week Five Reflection Summary
MGT/311

Week Five Reflection Summary
During week five, diversity in the workplace was the primary focus of our learning objectives. Over the past 60 years, as equality and worker rights have progressed immensely, diversity in the workplace has evolved significantly as well. With this significant change in workforce demographics, managers and employees have made many adjustments to not only accommodate these changes, but find ways to increase the productivity and efficiency in the workplace (Robbins & Judge, 2011). One of the most important elements in ensuring diversity is not only embraced, but capitalized on, is awareness and understanding of its limitless capabilities. Effective managers are able to analyze their workforce accurately and utilize their strengths in a highly productive, collaborative working environment. This summary will provide an overview of the strategies managers often use to manage, monitor and ensure diversity in the workplace.
First, diversity management is a way of managing others with an open mind and the ability to know the needs and differences of others. Helping new employees, who are of the minority, become part of the "team" and making sure that the co-workers are helping them will cut down on the high turnover which usually can happen with minorities. There is no reason why they shouldn't feel welcomed and comfortable to stay long-term. Showing fairness to this diverse workforce is a must and cannot be forgotten in any way. Embrace the diversity on the team and let them know how well rounded the team is because of their diversity, this will attract a higher base of clients because the team can suit their needs through language, culture, and interests. Recognize the diversity as an advantage and concentrate on personal development of each employee; never stop looking for a change in demographics of employees (Robbins & Judge, 2011). This will ultimately keep the company up to date and help them receive a favorable reputation from clients and the community. Next, diversity in the workplace is an on-going issue that companies need to address on a regular basis. Managers should always be finding ways inclusive of all employees and eliminate intimidating barriers people from different cultural or religious backgrounds may feel. The structural design of the company reflects the company’s attitude and behavior. Companies with a flexible structure and informal attitude reflect a more supportive environment to diverse groups of people (Robbins & Judge, 2011). Companies with flexible structures and high levels of personal growth attract a more diverse group of employees. The best way to support diversity on an on-going basis is to offer a flexible environment that can be supportive of needs of a many different diverse groups within the company and to seek areas that can be revised if the need arises so that all jobs offer an appropriate support to many different people (Robbins & Judge, 2011).

In closing, as it can be seen throughout this summary, diversity has become an essential aspect of the workplace. Managers and employees alike must be able to constantly analyze their workforce and its personnel to truly maintain its highest levels of production and effectiveness. Understanding and using diversity with a purpose can undoubtedly create opportunities within an organization that very likely could not be possible otherwise.