Essay On Diversity And Equality

  • Strength in Diversity
  • Diversity in Elementary Schools: What I Learned from ESL Academy
  • Human Resource Management: Workplace Diversity
  • Cultural Diversity and the Impossibility of a True Melting Pot
  • Diversity and Difference in Early Childhood
  • Addressing Cultural Diversity in the Classroom
  • Diversity Training Manual (Part 2)
  • Cultural Diversity Autobiography
  • Identify the Current Legislation and Codes of Practice Relevant to the Promotion of Equality and Valuing of Diversity
  • Demographic Characteristics and Cultural Diversity
  • Diversity Awareness
  • TDA 3.6 Promote Equality, diversity and inclusion in work with children and young people
  • The Impact of Diversity Programs at the Workplace
  • The Drastic Change in Society and in Family Diversity
  • Managing Change and Diversity - Easiyo
  • Examination of the Genetic Diversity of the Mountain Gorilla
  • Ncfe Equality & Diversity Level 2 Unit 1
  • How to Handle a Classroom with a Learning Level Diversity
  • The Misuse of Diversity in Education
  • Describe What Your Role, Responsibilities and Boundaries Would Be as a Teacher or Trainer in Terms of the Teaching and Learning Cycle. How Might “Equality”, “Diversity” and “Inclusion” Impact on a Learner’s Experience?
  • Diversity in Education
  • Arthropods are the Major Component in Animal Diversity
  • Taking Advantage of Diversity to Strenthen a Business
  • Management Report About Diversity in the Coca-Cola Company
  • Personal Cultural Diversity Essay
  • Coca-Cola: Diversity
  • The Diversity Myth
  • Individual Assignment: Consideration for Ethics and Diversity Proposal Choose One or Two Ethical Considerations and One or Two Diversity Considerations on a Company You Will Research or Your Present Place of Employment.
  • Workplace Diversity
  • Rhetorical Analysis of Walter Benn Michaels, "The Trouble with Diversity"
  • Diversity of Marine Algae in the Biosphere 2 Ocean
  • Diversity at The National Basketball Association
  • 5.2 Summarise the Policies and Procedures Schools May Have Relating to: • Staff • Pupil Welfare • Teaching and Learning • Equality, Diversity and Inclusion • Parental Engagement.
  • Physical Signs That Show There Is Diversity Within Your Community
  • Diversity in the Fast Food Industry
  • Multiformity in the Workplace
  • Teaching Cultural Diversity in the Classroom
  • Legal Aspects of Diversity Article Review
  • Internet and Cultural and Historical Diversity of Style in Composition
  • David A. Thomas and Robin J. Ely's Three Paradigms of Diversity
  • Cultural Diversity in the Armenian Community
  • The Benefits of Diversity
  • Diversity in the Workplace
  • Diversity Training in the Workplace
  • Mgmt520 Week 1 Assignment
  • Diversity and Business in the United States
  • Dissertation Proposal on Managing Diversity of Workforce
  • Managing Workforce Diversity: Principles of Management
  • Texas Schools and DIversity
  • Taking a Look at Cultural Diversity
  • Equality and Diversity in the Care Home Setting
  • Cultural Diversity and Louie
  • Genetic Diversity and Survival of the Fittest
  • Cultural Diversity & Today?s Teacher
  • Assessing the View that Family Diversity is Leading to a Weakening of Traditional Family Values
  • The Cultural Diversity in Canada: Chinese Canadians
  • Equality & Diversity Level 2 - As3
  • hospitality scope size and diversity
  • The Importance of Promoting Equality, Diversity and Inclusion in Schools
  • Othello’s Diversity of Imagery
  • Cultural Diversity Competency
  • BBC: Managing Diversity and Equality
  • Diversity & Case Studies
  • Unit 4222-303 Promote equality and inclusion in health, social care or children’s and young people’s settings Outcome 1: Understand the importance of diversity, equality and inclusion
  • Managing Diversity
  • The Impact of Workforce Diversity
  • Managing Ethnic Diversity in the Workplace
  • Diversity Issues in Career Counseling
  • In a Country of Diversity and Tolerance, Discrimination for Lesbians, Gays, Bisexuals, and Transgender Still Exists
  • Faith Diversity
  • Diversity in Higher Education
  • Using Diversity and Science to Effectively Educate Students
  • Learning about Cultural Diversity
  • Diversity within the Criminal Justice System
  • Fostering English Mastery within a Linguistically Diverse Cultural Landscape
  • Diversity Management in South African Organizations
  • Tda 2.4 - Equality, Diversity & Inclusion in Work with Children and Young People
  • Strength Through Diversity and Multiculturalism
  • Is cultural diversity proving to be compatible with social unity
  • Managing Diversity in New Zealand
  • Examining Four Types of Diversity
  • Managing Organizational Diversity

Outline

Introduction

Managing Equality and Diversity in the Workplace

Opportunities of Diversity and Equality in the Workplace

Challenges of Diversity in the Workplace

Conclusion

Bibliography

Introduction

Diversity in the workplace refers to recognizing, understanding, consenting, appreciating, and celebrating the dissimilarities amongst individuals with respect to their age, social class, culture, sex, capability, ethnicity, sexual orientation, and religion. Globalization is always advancing, thus requiring more collaboration and communication among individuals from various beliefs, cultures, and backgrounds than before. Currently, individuals do not live and work in a parochial market; instead, they are part of a global economy that is facing competition from about every continent. Thus, organizations require diversity in order to become more innovative and receptive to change. According to Esty, Richard, and Marcie (1995), exploiting and making the most out of diversity in the workplace has become an imperative issue for organizational management today. This paper defines diversity and equality in the context of workplace and describes associated opportunities and challenges.

Equality in the workplace is about impartiality or fairness and giving every individual a chance to participate in organizational development, and the opportunity to accomplish their potential. The Society for Human Resource Management (1998) holds that equality comes about through eliminating prejudice and discrimination. Equality reinforces accomplishment in the workplace since it goes further than just providing equal opportunities for all. It includes a promise to providing every individual with services that are of equal value to all, and understanding that this could mean providing different services to different individuals in order to accommodate their diverse needs. Both terminologies of equality and diversity have often been used interchangeably regarding the workplace. The two aspects of equality and diversity in the workplace are multifaceted and they include more than just embracing the dissimilarities amongst individuals and the equality elements protecting particular individuals from racial, ethnic, sexual orientation, disability, religion, gender, and age factors (Esty, Richard, and Marcie, 1995).

Managing Equality and Diversity in the Workplace

From conformation to inclusion, the idea of workplace equality and diversity is evolving. Workplace equality and diversity have assumed a new face and are much different from, for instance, what they were a few decades ago. Today, workplace equality and diversity are no longer exclusively about antidiscrimination complaisance—they now focus on inclusion and the effect on the outcome. Leveraging workplace equality and diversity is progressively understood as a spirited strategic reserve for competitive advantage. For that reason, Cornelius (2002) thinks, equality and diversity in the workplace need to be managed effectively to bring about the benefits that they are expected to produce.

There are numerous types of tools that organizations can employ in the workplace in order implement equality and diversity policies, and assess the effect of diversity and equality initiatives. For equality and diversity initiatives to succeed in the workplace, they ought not to be introduced as separate practices and policies, left for either a human resource department or managers to implement and manage. The triumph of equality and diversity initiatives rely on on their incorporation into the organization’s approach and culture. This way, they the two aspects can shape the manner in which business in the workplace is undertaken and the manner in which individuals in the workplace operate. Gale and Davidson (2006) hint that management of practices and policies that relate to equality and diversity conform to an organization’s viewpoints on the corporate social responsibilities and thus, these policies and practices become entrenched in the values behind the manner in which the organization operates. Consequently, the policies and practices of equality and diversity in the workplace become part of the picture represented to current employees, the prospective employees, and the public at large.

Opportunities of Diversity and Equality in the Workplace

Embracing equality and diversity is fueled by a number of anticipated opportunities, including these six reasons that enable organizations meet their strategic goals and objectives: First, equality and diversity contribute to greater compliance and flexibility in the ever-evolving marketplace. Second, the two attract and the best talent. Third, they help an organization in gaining and keeping new local and global market share with customers from diverse background (Cornelius 2002). Fourth, they enhance return on investment (ROI) from different policies, initiatives, and practices. Fifth, they help organizations to reduce e associated with low productivity, turnover, and absenteeism. Finally, based on the five benefits, equality and diversity in the workplace lead to increased sales and proceeds. Therefore, workplace diversity can be seen as having direct as well as indirect impacts on the bottom line (Cañas and Sondak 2011; Karsten 2006).

Diversity and equality in the workplace can be advantageous to both associates and the employers of the organization as they can help in reducing many lawsuits that face organizations arising from claims of workplace discrimination issues. At the same time, upholding diversity and equality in the workplace can help to increase the marketing opportunities of an organization, its recruitment, ingenuity, and its business image, and is vital for the success of an organization (Bach and Sisson, 2000). Equality and diversity in the workplace also contributes to a broader range of services from the diverse sets of experiences and skills such as languages, and understanding of cultures can allow an organization to provide service to its clients on a worldwide basis. In addition, they provide varied viewpoints, because the workforce feels at ease contributing their different viewpoints, hence providing a bigger pool of experiences and ideas. Organizations can get ideas for the large pool to meet the needs of their clients, and their business strategic needs in a more effective manner.

Diversity and equality in the workplace increases flexibility, helping organizations capable of supplying their clientele with a greater variability of solutions to various challenges from sourcing, servicing, to resource allocation. In addition, since the workforce is from different backgrounds, they each contribute individual experiences and talents and propose ideas that are adaptable to the changing markets and demands of customer. Organizations that promote equality and diversity in their workplace motivate all of their workers to perform to their utmost capability (Hubbard 2004). This ensures that organization-wide strategies be executed in better ways; ensuing higher productivity in the organization, higher profits and return on investment.

Challenges of Diversity in the Workplace

Due to the nature of the two matters, organizations experience various challenges in realizing equality and diversity. Karsten (2006) notes that many organizations realize that managing diversity is more than just recognizing differences in individuals—it involves acknowledging the significance of differences, avoiding discrimination, and pushing for inclusiveness. Therefore, the first challenge is having the right perspective about equality and diversity (Karsten 2006). The second challenge is managers losing personnel and expiring reduced work productivity because of prejudice and discrimination as well as complaints and legal battles against their organizations. Besides, negative attitudes and demeanors can be roadblocks to organizational equality and diversity since they are highly likely to harm working relationships and affect self-esteem, hence reducing work productivity (Smith 2011). In other words, managers may find it challenging addressing such negative attitudes and demeanors as prejudice, discrimination, and stereotyping, especially in relation to termination, retention, and hiring practices (Lengnick-Hall, Gaunt and Collison 2003). In these contexts, these negative attitudes and demeanors could result in costly litigation.

[...]

0 thoughts on “Essay On Diversity And Equality

Leave a Reply

Your email address will not be published. Required fields are marked *