Its policy on diversity must incorporate the following statement: “to value diversity is to respect and appreciate race, religion, skin color, gender, nationality, sexual orientation, gender identity, physical abilities, age, parental status, work and behavioral styles and the perspectives of each individual shaped by their nation and experiences”. Therefore, Benevolent Corporation is encouraging hiring and recruiting personnel from diverse cultural orientation and background consistent with supporting a diverse organizational culture.
Training, development and performance evaluation methods should work with diverse programs and audiences. A motivational system based on incentives and rewards should be placed to acknowledge personnel who provide affective educational programs for diverse audiences. Mentoring programs should be installed and implemented to orient current staff of supporting a diverse culture. (Maurice, nod.) The policies and procedures should emphasize the value of diversity and pluralism. By pluralism, it is defined as “an organizational culture that incorporates mutual respect, acceptance, teamwork, and productivity among people who are diverse in the dimensions of human diversity” (ibid).
According to Davis & Bryant (2008), “diverse environments also yield more effective collaboration and teamwork than homogenous teams. There are a variety of ways to solve a problem; leveraging the input of a diverse staff population helps organizations arrive at better decisions. You can’t underestimate the value of the creativity and ingenuity elicited from a team of varying experience, knowledge, and background.” In addition, by encouraging diversity, organizations were found to attract and retain top talents since it promotes training and development of diverse potentials to contribute to a unified ...
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The researcher of this paper seeks to give an introduction to the topic diversity, giving a clear definition of what it really is. The main region of this studu’s focus will be European countries, but with exception to the UK. The paper will explore the various types of diversity management policies which are currently being introduced in organisations in European countries.
Along with this, certain programs especially initiated by governments of nations have played an important role in enhancing the importance of diversity in the workplaces. Moreover it is expected that there will be an increased numbers of women, minorities and people hailing from diverse cultural backgrounds with different lifestyles entering the workforce.
Name Institution Course Tutor Date Diversity Management All around the world multinational corporations are instituting programs and policies that enhance promotion, compensation, recruitment, hiring, training, transfers, retention, and inclusion of employees different from the society’s privileged echelons to respond to the consistent growing and changing diversity of the workforce.
The swift globalization demands more interaction among communities from wide-ranging cultural backgrounds more than before. The society or diverse cultures no longer work in limited marketplace but they are now part of the global economy with increased competition from every region. Diversity has created obvious cultural differences, which exist among diverse communities such as language, dressing styles and traditional values.
An increased reliance to a more diverse workforce has become a critical aspect of business operations. There is a need for an appropriate measure that would help deal with this concern about diversity. As a response, a new management strategy was introduced in the workplace that addresses this concern.
Diversity can be defined as the differences in pattern of lifestyle, values, beliefs, ideals and practices, race ethnicity, national origin, language and religion.
Diversity is relatively new on the scene. Diversity
On the other side, sociology of actions advocates the concept of an independent man, able to realize his full potential and to create a truly human social order only when freed from external constraint.
Diversity has become a source of competitive advantage, because firms that could relate to peoples of diverse cultures, speak in several languages, and exhibit familiarity with demographic-specific market tastes finds itself
ver it is expected that there will be an increased numbers of women, minorities and people hailing from diverse cultural backgrounds with different lifestyles entering the workforce. Also there is apprehension about the fact organisations will be confronting with the problems of
ty. Solely with respect to religion, Title VII also requires reasonable accommodation of employees’ sincerely held religious beliefs, observances, and practices when requested, unless accommodation would impose an undue hardship on business operations. Title VII prohibits
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