2007 State of Workplace Diversity Management Report conveys that a survey with 1400 HR Professionals reveal that 52 percent of the respondents believe that diversity practices accomplish specific business objectives to a large extent.
Still, these respondents had stated that diversity management remains a challenge because, diversity management field is not well-defined or understood, focuses too much on compliance, and places too much emphasis on ethnicity and also on gender.
Creating an Inclusive work environment pays. By bringing about diversity programs an organization can create such environment. There are at least 19 business houses, which have taken seriously and brought in enviable diversity programs.
These efforts include such interventions like giving women of color access to variety of support networks, extending leadership development programs to minority groups and diversity workshops to managers
Chubb Group of Insurance Companies have offered a comprehensive diversity initiative called 'Reach Up, Reach Out, Reach Down', in which high-potential employees of color receive management training and development opportunities. Almost a quarter of female employees who took advantage of management training last year were women of color.
Compliance is no doubt an important factor. ...
Experts are of opinion that there are valuable competitive advantage in employing diverse work groups and they offer seven good reasons why an organisation should have diverse workforce :
1. It is the right thing to do, both ethically and morally.
2. A diversity helps complying with the laws regarding issues of discrimination.
3. Having diversity in a company opens up marketing opportunities, because prejudice aspects of customers are substantially balanced
4. A diverse group of people provides better and varied ideas.
5. Companies want to hold themselves out as the employer of choice.
6. Diversity helps retain your people.
7. Diversity initiatives impact the bottom line.
[MANUEL ESPINOZA, (2007), 6-2-2009()]
Compliance with law
Compliance is no doubt an important factor. US Equal Employment Opportunity Commission (EEOC), has observed that, particularly after the Sep 11 attacks , focus was on preventing workplace discrimination, harassment and backlash against innocent employees and applicants for employment who were, or were perceived to be, Arab, Muslim, Middle Eastern, South Asian or Sikh.
Employment Non-Discrimination Act of 2007 (ENDA, H.R. 3685) prohibits discrimination. Further, it would add 'Sexual orientation' to the list of protected groups, classified by race, religion, ethnicity, sex, age, disability and pregnancy. This would grant protection to gay men, lesbians and bisexuals against discrimination at the workplace.
In the Constitution, free exercise of religion is an absolute right. The Workplace Religious Freedom Act of 2007 (WRFA, H.R. 1431) involves accommodation of religious freedom in the workplace. Currently, under Title VII of the Civil