Diversity in the Workforce - Case Study Example

? Diversity in the work force number Section Diversity in the Workforce Diversity in the workplace entails the differences and similarities that exist in terms of age, cultural influence, physical capabilities and in adequacies, and religion among the employees. In addition, the differences and similarities may also be in terms of sexual preference, gender, and race attributes. This human resource issue focuses on the unique attributes of employees to include broader aspects of non-discrimination and equal chances to opportunity. Ideally, work force diversity encompasses the different attributes that a work team may have in order to achieve complementary and harmonized work forces for all. Employees learn the value of treating one another with respect and dignity to appreciate of diversities in a learning process. On the contrary, the use of these attributes to gain favoritism in workforce selection is a highly discouraged trait. In essence, an employee should attain work because they are competent for the job and not based on their gender, age, race, or religious inclination. It also applies in other forms of the work force related practices like training, demotion, payment of salaries, promotion, and accreditation. Abstract With these in mind, this essay will zone in on the indicators of the work force diversity that include race, ethnicity, national identity, age, gender, marital status, disabilities, and religion. This diversity to workforce has different impacts on an organization’s operations. In essence, this essay will explore these indicators with their impact on global organization and the overall success or failures in the maintenance of a diverse work force. Further, it will reflect on the policies safeguarding employees against any form of discrimination either because of the above mention factors also including medical conditions of the employees. Race and ethnicity Ideally, as businesses seek to expand across international markets, the aspect of race and cultural borders are narrowing down to minimal levels (Nittle, 2012). This stride draws celebration of the work force diversity since companies train their staff to appreciate cultural diversities within their work force. This training cultivates a tolerant environment for all those involved in the realization of the organization’s goals and future objectives (Hewitt, 2009). In essence, race and ethnicity bring about stereotyping and racial attributes that tend to lower the morale of the employees. For instance, racial prejudice becomes an inevitable factor especially when employees down play its effects on the work force. This issue may draw origin from the fact that individuals may feel that a certain race is superior to others, which will effect hatred and animosity. In essence, people have different upbringings hence making their reflections on certain issues different. Essentially, every employee should feel valued because of the contribution added to the company because of their competency. The solution to this problem is to ensure that all; the staff receive training in order to exercise the teaching of the importance of mutual respect. In addition, although expensive, this training helps the employees to understand the ways that they similar in terms of race rather than on their differences. In end, employees tend to appreciate one another ensuring that the company attains development. National origin and immigration Sequentially, a company may consist of individuals from different nationalities in order to compliment the company towards intended results. The effect s of an individual’s country of origin is similar to those of race and ethnicity (Oyler & Pryor, 2009). However, individuals within a company’s structure may view another employee from a different country as in capable because of their native origin. Ideally, work performance should not base on the citizenship of individuals, but instead should base on an individual’s merit and accreditation. In this regard, potential employees need not miss work opportunities simply because they come from poor economies. A possible solution would be to communicate to the employees the importance of encompassing other nationalities within a work force as they are equal contributors to the progress of the company. Age and generational difference Mostly, a work force entails employees with different ages who have different responsibilities according top their job description. In essence, no employee should feel discriminated in terms of his or her age. Nelson (2010) emphasized that the elderly need not lose their jobs because the management feels that they are under developing. In any case, the government policies stipulated on retirement should have strict adherence to ensure that the aged do not experience any victimization. On the other hand, an individual who has lesser years should also not miss a job opportunity because of their age. This means that irrespective of their minimal years they need to have the opportunity to prove their worth though they may not have much to show. In essence, age is mostly relative to experience and accruement of wisdom. The solution to this problem is to ensure that no one experiences discrimination because of age, but equal opportunity should apply ion order to gain an intelligent work force. In this regard, choosing either the young or the old positions means overlooking credibility and competency. Gender The aspect of being either male or female within a work force should be a complimentary aspect towards gender sensitivity and valuing in a company. However, sexual harassment suits have taken root in many organizations as a possible hindrance to work force diversity (Nelson, 2010). Essentially, no gender can survive on its own since there are things that men can do that woman cannot do and vice versa. In many instances, women experience sexual harassment and gender discrimination more than men do. According to Nelson, there has been an upsurge of income discrimination where women receive minimal salary as compared to their male counterparts. Moreover, women experience discrimination in some instances due to pregnancy. This is because of the up keep involved in allowing women to go for maternity leave meaning leaver with pay. In most cases, the women may lose their jobs due to their state. According to Oyler and Pryor (2009), the solution to this work problem is to apply government policies that protect women against this form of discrimination. They may include strict penalties for those found guilty of impeding these discriminations. Marital and family status Sequentially, it is society’s common requirement that once individuals attain the marriage age they get married. However, many individuals find themselves discriminated if they do not have spouses, as they are irresponsible in the eyes of society. This may not be the case since there is no research that proves that one’s marital status determines their work capabilities. The source of this work diversity issue is the fact that prejudice may exist in the minds of those working within an institution making them have blind judgments regarding work performance and out put (Joshi & Jackson, 2010). In this regard, equal opportunities should exist in the selection of individuals for recruitment or promotion without considering marital statues as a determining factor. Sequentially, individuals within a work force need to feel appreciated despite the fact that they do not have family responsibilities. This means that they need to prove their work capabilities instead of proving that they can be significant family individuals. Disabilities In recent years, various organizations have devised campaigns to sensitize the public and institutions on the need to employ persons with disabilities to create work force diversity. In the past, institutions tended to discriminate persons with disabilities viewing them as incapable of participating in achieving company objectives (Hewitt, 2009). The cause for this hindrance to work force diversity may be the prejudice that individuals may have concerning the speed and accuracy that a disabled individual may have. This becomes prejudicial especially if they do not obtain the opportunity to prove their worth and potential. As part of creating work diversity, many countries have formulated policies, which emphasize on the creation of accommodative working environment for these persons. In addition, the policies dictate that no individual should face dismissal based on their disabilities and that they deserve equal treatment like the rest of the employees. Religion Human beings have the right to associate with a religious affiliation of their choice without feeling patronized in any way. Moreover, ones religious attribute should not be the basis to victimization and belittlement at the work force. Many tend to overlook the fact that infringing on ones religious rights is unethical and a disregarded practice (Oyler & Pryor, 2009). For instance, this form of discrimination may result from the fact that most of an organization’s staff may be of the same religion with a minority being from another religion. Essentially, this may result to one faction feeling religiously superior to the other religion. Subsequently, a diverse work force needs to be one that accommodates all religions irrespective of their practices as long as the execution of the organization’s tasks does not suffer. Therefore, there need not be discrimination based on an employee’s faith or their religious practices. In addition, the work environment should allow employees to exercise their religious practices as long as they do not affect the other employees. Recommendation and implementation The final and most applicable recommendation in ensuring that there is diversity in the workforce is to effect training on the need to have this aspect within a work environment. Ideally, when this information is available to every one it becomes easier to avoid any form of discrimination among the employees. The disadvantage of this recommendation is that it may cost the company its resources when trying to do the training because such beneficial trainings are costly. On the other hand, a company may opt to take a new employee through its company policies to ensure that they are aware of the company’s position on discrimination relater issues. This may prove to be cost effective as the orientation of these individuals may save the company training expenses. Essentially, this application should see its execution at any time of a company’s life as long as the management may see it fit (Emmott & Worman, 2008). However, if a case of discrimination occurs, the management should take the speedy measures to ensure that it does not happen in the future. References Emmott,M., Worman, D. (2008). The steady rise of CSR and diversity in the workplace. Strategic HR Review, 7(5), 28-33. Retrieved on 16 November, 2012 from http://dx.doi.org/10.1108/14754390810893071 Joshi, A. Jackson, S. E. (2010) Cross-level effects of Work place diversity on sales performance and pay. Academy for Management Journal Retrieved on 16 November, 2012 from http://amj.aom.org/content/49/3/459.short Nelson, L. Diversity & Discrimination in the work place. eHow contributor. Retrieved on 16 November, 2012 from http://www.ehow.com/about_6549784_diversity-discrimination-workplace.html New book by Hewitt expert examines issues of diversity and inclusion in the workplace. (2009). Business Wire. Retrieved on 16 November, 2012 from http://search.proquest.com/docview/443920044?accountid=14872 Nittle K. N. (2012). How to Encourage diversity in the Work place. About.com Relations. Retrieved on 16 November, 2012 from http://racerelations.about.com/od/theworkplace/a/HowtoCreateaDiversityFriendlyWorkplace.htm Oyler, J. D., Pryor, M. G. (2009). Workplace diversity in the united states: The perspective of peter drucker. Journal of Management History, 15(4), 420-451. Retrieved on 16 November, 2012 from http://dx.doi.org/10.1108/17511340910987338 Read More