Workforce Diversity Training

Workforce Diversity Training
Good Evening Professor and Classmates
Workforce diversity is not a transient phenomenon; it is today's reality, and it is here to stay (Barak, 2013). A successful entity must provided a tool for
cultures integration for its employees. Therefore Diversity training is important part of successful management. The most important components of an
effective training diversity training are support of the organization. Training can be put out, but the company management level must also endorsed the
training. The critical information that must be included in the training is respect of other differences. The attitude of the trainer can directly impact the
attitude of the trainees on receptive of the information put out. If the trainees understand
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Workforce Diversity Awareness
The student has autonomy over who he shares his sexuality with. He is not obligated to tell his coaches but he does have the right to not be subjected
to the innuendoes from his coaches. I must assure his confidentiality. Because the student brought it to my attention, it requires beneficence on my part
to address the language used by the athletic department. It would be nonmaleficence of me to not address the issue. I contribute to maintaining an
environment where all students feel safe and free from harm. I will make a plan of action to promote further diversity awareness for all students and
staff. Even though the issue has only been brought up by one student, I know it cannot be an isolated one. As part of the district yearly staff
development,

The increasing globalisation in today's world means more interaction between people from different ethical and cultural backgrounds than ever before.
Maximising and Capitalising on Workforce diversity is the aim of most organisations today. However, workforce diversity presents both opportunities
and challenges in organisations as ideas and practices from different backgrounds combine together, sometimes causing challenges such as
communication and benefits such as productivity and creativity. This essay will further analyse the opportunities and challenges that are present in
today's organisations due to workforce diversity. Understanding workforce diversity is crucial for most organisations today. Diversity is described as
"understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability,
race, sexual orientation, spiritual practice, and public assistance status" (Esty, Griffin, & Hirsch, 1995). Research suggest that companies need to focus
on managing diversity and look for ways to become a totally "inclusive" organisation as diversity has the potential of competitive advantage and greater
productivity. Koonce suggests that it is important for managers to realise that diversity is not about differences among groups, but rather about
differences among each individual. Each individual is unique and independent, therefore does not represent or speak for a particular group (Koonce,
2001).

Diversity In The Workplace Essay
I.INTRODUCTION
Workforce diversity addresses differences among people within an organization. Workforce diversity means that organizations are becoming a more
heterogeneous mix of people from different categories. Diversity refers to the co–existence of employees from various socio–cultural backgrounds
within the company. Diversity includes cultural factors such as race, gender, age, colour, physical ability, ethnicity, education, language, lifestyle,
beliefs, economic status, etc. Diversity requires a type of organizational culture in which each employee can pursue his or her career aspirations without
being inhibited by gender, race, nationality, religion, or other factors that are irrelevant to performance. Managing diversity means...show more content...
And this in turn helps to promote fair opportunities in the field of employment and vocational training. Another benefit is enrichment of organizational
human capital; managing a diverse workforce entails a minimization of cloning that is preventing the production of an exact copy in selection and
promotion. This leads to a wider range of ideas and abilities, offering greater scope for innovation and competitive performance in the future therefore
enriching an organizations human capital.
III.MANAGEMENT OF DIVERSE WORKFORCE
Companies can succeed at diversity if the initiative to create, manage and value the diverse workforce has the full support of the top management. The
following are the conditions which would make workforce diversity a success in any organisation:
1.The organization should assign this work to a senior manager. The organization should link concerns for diversity tohuman resource management
decisions around recruitment, selection, placement, succession planning, performance management, and rewards.
2.The organization should create such a working environment as will increase the motivation, satisfaction, and commitment of diverse people.
3.Performance standards must be clearly and objectively established, effectively communicated, and used on objective criteria without any bias.
Identify desirable and undesirable behaviors that must be based upon

Introduction
The primary reason for this article is to review the issues of workforce diversity at World Duty Free Group. World Duty Free is one of the most
airport retailers in the world, with 550 stores in 20 different countries, with over 5000 employees. World Duty Free is one of the most diverse
organisation. However Workforce diversity is a main concern for the organisation and many other organisations. Many articles have been written about
this topic. What is workforce diversity? What are the advantages and disadvantages of workforce diversity in an organisation, what HRM and
Managements can do to improve diverted workforce in an organisation.
Whenever prejudice, discrimination, racism occurred at the workplace, there will be no respect in the workplace environment, therefore conflict
within the workforce becomes unavoidable. Workplace conflicts, is a condition of conflict caused by opposition of needs, such as values and interest
between workforces. There are many forms of conflict in the workplace, this can involve individuals or groups workforce. Workforce conflict can have
a big impact in an organisation. Hence, HRM and senior Management need to implement strategies to deal with such issues. Ignoring conflict can turn
to violent in the work environment. Which can lead to bad reputation to the organisation, hence, this can lead to employee's low morals, and not
working effectively. HRM strategies should include recommending diversity trainers, consultants, experts, or in–house training resources that are
suitable for the workforce. CIDP stated, Diverse Organizations who always provide diversity training, will often eliminate such issues happening in the
working environment. Organisations should manage Diversity successfully and implements strategy from training, communication to address and
evaluate workplace behaviours. www.cidp.co.uk(30 June 2017)
Research Aim Statement
The Management of workplace conflict can have big impact in an organisation. There are different methodologies and techniques to deal with
workplace conflicts. The aim of this research is to conduct and examine the strategies that HRM & senior managers used to tackle conflict at the
workplace and ensure how diversity is

Diversity in the Workplace Essay
Running head: IMPACT OF DIVERSITY IN THE WORKPLACE McCann School of Business and Technology Janet Miller BU115 Customer Service
Instructor's Name: Mr. Andrew Roth Assignment Issue Date: April 28, 2010 Assignment Due Date: May 10, 2010 Outline Introduction to Diversity
....................................................................................3 Impact of Diversity in the Workplace......................................................................4 Why is
diversity beneficial to a business? .................................................................5 What are the legal risks?
.................................................................................................................7 Managing Diversity, in the workplace
.....................................................................7 Identify the major stumbling blocks to communication across cultures ..............................8...show more
content...
"Maximizing and capitalizing on workplace diversity has become an important issue for management today." [ (Kelli A. Green, 2002) ] Why is
diversity beneficial to a business? Throughout the years companies have come to realize that there is a distinct advantage to diversity within their
business, both in the corporate world as well as the retail environment. When companies hire diverse employees from different cultures they are
making their company stronger and more marketable. Whether a company is just starting out or been in business for while they need to realize
that diversity needs to be part of their business plan going forward. The global marketplace is built upon many different cultures from all around
the world. Companies today need to be able to interact with each other in order to increase sales and promote their products to clients globally as
well. Advantages of diversity in a workplace are: * Increased creativity * Increased productivity * New attitudes * New language skills * Global
understanding * New process * New solutions to difficult problems Having an understanding and open mind of the perspectives of others, and
identifying the major barriers to building an inclusive workplace and customer relationships is a challenge today. Working with people of many
different cultures brings

Workforce Diversity Paper
Across the world much attention has been given to workforce diversity. As a result of the expansion of the global economy across national territories,
and the growth in workforce diversity as it relates to ethnicity, race, gender, age and disability, many organizations are now more intentional in their
efforts to enhance and maintain workforce diversity (Peretz, Levi, & Fried, 2015). At the core, diversity is about inclusion. Firms have a responsibility
to promote equity and social justice by considering the experiences, perspectives, knowledge, and abilities of various groups of people. There are
several factors that must be considered before a company institutes a Voluntary Affirmative Action/Diversity Program. First, voluntary affirmative

Workforce Diversity Analysis
The definition of "Workforce Diversity" is the related similarities and the differences among employees as they relate to their age, culture, physical
abilities, disabilities whether physical or learning, race, religion, gender, and sexual orientation ("Business Dictionary," 2016).
Although this is the basic definition of "Workforce Diversity", there are other dimensions that are included, and affect the workforce structure or
make–up, and they include areas such as, length of employment, generational characteristics, and social economic status. Traditionally the workforce as
it relates to the law enforcement community has primarily consisted as a white male dominated workforce. Over the last twenty–five years that
demographic has changed, and there has been an increase in the overall percentages of minorities in the law enforcement field ("Diversity in Police
Departments," 2016). This progression towards a more diverse workforce in law enforcement has shown a predicted increase nationwide from the
currently employed...show more content...
This is also true in the law enforcement field. The initial stage regarding the creation of a diverse workforce is the recruitment, selection process, and
hiring. The upper echelon of the agency needs to realize that the change in these three elements is essential in achieving the long term goal of diversity
When looking at these three elements the command staff and human resources section must also not forget that the basic reason for the change is
developing a strong core for the agency. They must not lose focus on the skills and factors that will make an effective law enforcement officer, just to
create diversity in the agency. Remember that the definition of diversity is not only related to race, culture, and national origin (USDOJ and EEOC
[USDOJ and EEOC], 01/2015, p.

Workforce Diversity Paper
Workforce Diversity
Today, America's workforce is noticeably different than that in the past. A "typical" Union member was labeled as white, male, over age 40, and a
high school grad at best. Embracing a diverse economy represents a strong economy. Many businesses that adopt the nation's changing demographics
are reaping the benefits of a diverse and inclusive workforce (Burns, Barton, & Kerby, 2012).
What impact and effects would a diverse workforce have on the objectives of a Union in collective bargaining? First, workforce diversity promotes
mutual respect between employees. Weather employee's work in groups or teams with co–workers of varied work styles or different cultures
/generations, it makes them realize the many talents and strengths...show more content...
Out of the five conflict resolution styles, I would suggest using collaboration or problem solving. During collaboration/ problem solving, the
organization is searching for a solution that meets other's needs. The organization wants to ensure that they are meeting the needs of everyone
involved. That could prove to be difficult with such a diverse workforce. As a result, I would also recommend compromising. Here, the organization
is bargaining for gains and losses to each party. In order to meet the needs for all involved, the Union may need to compromise one thing for another.
Likewise, the employees may also have to compromise in order to achieve something that everyone can benefit

Workplace Diversity Essay
The past decade, diversity in the workplace has become one of the most frequently discussed topics in management groups or circles, while
interested academically in the actual prospective of workplace diversity has remained limited. To be successful in managing diversity in the
workplace first one must understand it from a personal perspective. To be able to derive knowledge and strength from one's differences shows deep
faces in character. A book I read in high school defined diversity as "the mosaic of people who bring a variety of backgrounds, styles, perspectives,
values, and beliefs as assets to the groups and organizations with which they interact" (Rasmussen, 1996, p. 274). Workplace diversity is characterized
as representing two perspectives: functionalist perspectives and a critical believe there is several challenges with diversity in the workforce. Challenge
because it requires organizational change; it means fostering a cultural environment that values differences and maximizes the potential of all
employees. Workplace diversity is everywhere, from the small corner business to the fortune 500 company, and is one of the most important challenges
facing companies today. This mixture of diverse gender, personality, experience, race, and culture is what makes a team successful. It is an opportunity
because organizations that proactively address diversity have a competitive advantage. An advantage everyone wants. It involves recognizing the value
of

Employment and Workforce Diversity Essay
3RTO ACTIVITY 1
1.1: 3 organisation benefits of attracting and retaining a diverse workforce
In this era of economic globalization, many companies are making efforts to achieve workforce diversity, which aims to employ workers from different
backgrounds to provide tangible and intangible benefits to the organization. Understanding the advantages of workforce diversity helps an organization
to establish with a competitive edge. This can include employing workers with cultural and language skills that can lead to greater reach for the
business.
3 organisation benefits of attracting and retaining a diverse workforce
1: Increase in Productivity
Workforce diversity can bring about an increase in productivity and competitive...show more content...
When companies outsource, that reduces the need for recruiting new employees. The human resources department will have to shift resources away
from recruiting for the outsourced functions, and focus on supplying employment candidates for the company's core business units.
3: Competition:
Companies within the same industry are competing for qualified candidates to ensure future growth. There is competition in the recruiting end of your
business just as there is in selling products. You need to analyze what your competition is offering new employees, and try to develop a competitive
package to lure in the talent that you need.
2.1 Describe the benefits of at least 3 different recruitment methods
1: Internal Recruitment: benefit is cheaper and quicker to recruit. People are already familiar with the business and how it operates. It can be
motivating as it provides opportunities for promotion with in the business. Organization is already aware of the strength and weaknesses of candidates.
Easy to pick up the best talents within an organization. It builds a long relationship with employees.
2: External Recruitment: The benefit is the outside people bring in new ideas. You get a larger pool of workers from which you can select the best
candidate. Candidates will have a wider range of experience. Uniqueness in employees worked for different companies

Workplace Diversity Essay
English 135
Workplace Diversity As our economy becomes increasingly global, our workforce becomes increasingly diverse. Today, corporate structures are
involved in globalizing. Markets and market shares are more dynamic, and the workplace is increasingly more integrated. Companies are now
investing in diversity management as they are now managing a global workforce. However, with the education and training on diversity for both the
employer and the employees, many workers believe that workplace bias against women, blacks, Asian Americans, Hispanics and homosexuals still
exists. This paper seeks to prove that workplace discrimination against by gender; race, color and nation origin; Hispanics; and homosexuals indeed
exist today....show more content...
The unemployment rate for blacks was 10.9%, while the unemployment for whites was 5.4%. This difference should not be as tremendous because
blacks use almost as many search methods as whites when looking for employment. According to the Census Bureau, in 2001, blacks used an average
of 1.79 methods of searching and whites used an average of 1.87 methods of searching for employment. These methods included, sending resumes,
placing ads, employment agencies, contacting the employer directly, and many others. Therefore, there must be another factor that is contributing to
the increase in the unemployment rate of blacks. "According to the Fair Employee Practices Commission, African Americans face discrimination in
one out of every five job interviews" (Bernard 16). In 2001, "blacks held 11.3% of all managerial and professional jobs (Kinicki & Kreitner 54)."
Today, many Asian Americans have different concerns from those held by women, blacks and Hispanics. The percentage of Asians in theUnited States
is much lower than the percentage of women, blacks, and Hispanics, accounting for only 3.6% of the population. However, many would consider
Asians to be more fortunate than any other group of minorities. Asians are considered the "model minority". The stereotype "model minority" was
given to Asians because, as William Peterson described in 1966, Japanese Americans were able to avoid becoming

Workplace Diversity In The Workplace
Workplace Diversity – Benefits and Employment Laws
Workplace diversity refers to the variety of differences between people in an organization. Diversity encompasses race, gender, ethnic group, age,
personality, education, back ground, cognitive style and much more. As the work places are becoming more multicultural and diverse, there is an
increased need in understanding the dimensions of diversity and cultural differences that affects the business communication within organizations. A
better understanding of these differences is not only important to effectively bridge such gaps but also helpful in identifying the unique strengths and
perspectives, each diverse group brings, that an organization can benefit from.
Globalization presents new markets at home and abroad, and firms increasingly recognize the importance of hiring a workforce that reflects their
potential markets. Global companies strive to create an inclusive culture in which differences are recognized and valued. By bringing together people
from diverse backgrounds and providing them opportunity to contribute their skills, experience and perspectives, companies are able to deliver the best
innovative solutions to challenges and add value to their stakeholders.
In recent times the term "inclusion" is replacing diversity, diversity refers to a group's demographic qualities, while inclusion involves the degree to
which individuals feel a part of the organizational process and are therefore encouraged to

Essay on Managing Workforce Diversity
Introduction
Without a doubt, the greatest asset an organization can have is its human resource. Therefore, issues affecting the staff have increasingly become
popular among business managers, scholars, policy makers and other stake holders. One of the issues that have particularly generated sufficient
interest is managing workforce diversity. O'leary & Weathington (2006) defines diversity simply as way of differentiating one person from another.
Diversity is about recognizing and appreciating the uniqueness of each person. People can be different in terms of race, sexual orientation, age, gender
and physical abilities just to mention a few (Burke 2007). As a result, workforce diversity has become a major business concern. Managing it...show
more content...
This is due to the fact that a diversified organization has the necessary resources, in terms of skill, to deal with a multicultural client base. Similarly,
various studies have established that most customer prefer to deal with people who they perceive to possess similar attributes as theirs. This factor
particularly becomes important to an organization which is looking to venture into new and foreign market, such as a different country (Burke 2007).
Another very important point is the fact that according to Burke (2007), a significant group of customers generally favour those organizations that
seem to encourage workforce diversity.
Having an effective employer brand can significantly increase a business profit margin. This is because; an employer who is positively perceived will
automatically attract, recruit and retain the best talent. Workforce diversity is one of the factors that enhance this brand. According to Burke (2007),
companies that have a diversified workforce and therefore a strong brand, enjoy reduced cost associated with the recruitment process by almost 40%.
After recruiting the best talent, comprising of diverse individuals, the quality of management is most likely going to be improved. This is due to the
fact managers are forced by various legislation and ethical guidelines to adopt anti–discriminatory policies. Manager also gain additional skills of
handling different types of people and therefore are

Workforce Diversity
I. Introduction
As we enter the 21st century, workforce diversity has become an essential business concern. In the so–called information age, the greatest assets of
most companies are now on two feet (or a set of wheels). Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its
ability to attract and retain the very best employees available.
Generally speaking, the term "Workforce Diversity" refers to policies and practices that seek to include people within a workforce who are considered
to be, in some way, different from those in the prevailing constituency.
The world 's increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever...show more
content...
c. As a Resource Imperative
The changing demographics in the workforce, that were heralded a decade ago, are now upon us. Today's labor pool is dramatically different than in
the past. No longer dominated by a homogenous group of white males, available talent is now overwhelmingly represented by people from a vast array
of backgrounds and life experiences. Competitive companies cannot allow discriminatory preferences and practices to impede them from attracting the
best available talent within that pool.
d. As a Legal Requirement
Many companies are under legislative mandates to be non–discriminatory in their employment practices. Non–compliance with Equal Employment
Opportunity or Affirmative Action legislation can result in fines and/or loss of contracts with government agencies. In the context of such legislation, it
makes good business sense to utilize a diverse workforce.
e. As a Marketing Strategy
Buying power, particularly in today's global economy, is represented by people from all walks of life (ethnicities, races, ages, abilities, genders, sexual
orientations, etc.) To ensure that their products and services are designed to appeal to this diverse customer base, "smart" companies, are hiring
people, from those walks of life – for their specialized insights and knowledge. Similarly, companies who interact directly with the public are finding

increasingly important to have the makeup of their workforces reflect the makeup of their

The Impact of Workforce Diversity Essay
Diversity refers to the ways people differ from each other. These ways are significant and plentiful. Culturally, people vary in gender, age, ethnicity, race
sexual orientation, educational background, religion, lifestyle, as well as veteran and/or immigrant status. Functionally, people vary in the ways we
think, learn, process information, respond to authority, show respect and reach agreements (Pollar & Gonzalez, 2011.)
Obviously, people differ in numerous ways, so what does that mean for businesses? Well, when work groups are comprised of people with different
backgrounds, cultures and lifestyles, promoting teamwork and smooth interactions can be challenging. Finding new ways to work together will require
thinking about...show more content...
This is what diversity management is all about. Supervisors and managers should also be careful to interpret cultural behaviors correctly and not give
offense where none is intended. Furthermore, cultural insensitivity, in addition to being unproductive, may also be illegal.
So why should businesses choose diversity now? The main reason for businesses to actively develop and promote diversity is because of the changing
demographics. Traditionally, the corporate environment was dominated by white males, but according to Pollar & Gonzalez (2011), by the year 2000,
women were expected to be almost two–thirds of all new entrants into the workforce, one out of four people were African–American, Hispanic or
Asian–American and roughly ten percent of the population was projected to be gay or lesbian. By learning the new perspectives brought by a wider
range of employees, businesses can provide better services to clients and customers as well as departments within the business itself. Also, there are
local, state and federal laws that prohibit discrimination based on race, sex, religion and other factors, so from a legal standpoint, it would be in a
company's best interest to promote and accept diversity in the workplace to avoid expensive lawsuits, as punishment for organizations found guilty of
discriminative acts are required to pay damages, attorney fees and court costs.
But sometimes, diversity efforts still fail in business.

We Need Diversity in the Workplace Essay
Today's workplace is more diverse than it has ever been in history. While the workforce has made strides in the direction of equality, it is still far from
attaining total equality in the workplace. A company must value diversity. The main objectives of valuing diversity include awareness, education, and
positive recognition of the differences among people in the workforce. Organizations are increasingly emphasizing group work or teamwork as a
source of competitive advantage in a diverse workforce. It has been suggested that such organizations must target their recruitment efforts at applicants
who are both diverse and amenable to working in teams ( Rau, Hyland 2003). A cultural environment must allow differences to be...show more content...
America's past should teach America's today that success lies within diversity. In order to achieve ultimate success, diversity is a necessity. Workforce
diversity is a fact of organizational life. It is also a key concern for theory and practice in organizational behavior ( van–Knippenberg, De–Dreu, Homan,
2004). Diversity is important to companies because with a diverse environment people can benefit and learn from others' ideas. Other reasons for the
importance of diversity to many organizations are the recognition of differences as prerequisites for high performance and continuous improvement,
enhancing the effectiveness and creativity of the organization, and valuing conflicts as opportunities for more effective decision–making and problem
solving. Diversity has a major impact on our behaviors in the work place.Many organizations are placing primary emphasis on people who fit their
cultures when hiring. The reasoning is that if the people have the "right" attitude, they will more than likely understand and adapt to the goals and
expectations of the organization. The necessary skills can be taught. That is a lot easier than hiring people with the right skills but wrong attitude
probably cannot be changed. Many organizations have determined what it takes to succeed in their companies. There is an underlying problem that is
promoting racism. It is the fact

Essay on Diversity in the Workplace
Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative
action and equal employment opportunity programs on the nation's work force is undeniable. Women and minorities were the first to dramatically
alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse
American labor force representing a microcosm of our society – yet one that continues to struggle with its identity. Diversity as a social condition is
not new to America. We were founded as a nation of Diversity. "America has always been a merger of cultures and, as such, has undergone periods of
...show more content...
Mentoring and on–the–job training of less skilled workers through courses, assistant programs, and continuing education programs may even the gap
between different employees. However, it is important to recognize potential and use the skills already at hand to create a more efficient team
environment where each member's contribution carries some value and contributes to the organization's goals. Economic status is as important an
issue as is education. Various employees come from different economic background. Their views and manners may differ, along with their
expectations and motivations in daily routine and overall purpose. Nevertheless, they have to work together. There are potential problems and
differences of conduct, motivation, and initiative. Managers have to get to know their people and develop ways of using their differences for the
benefit of the organization. The focus should be on the positive aspects of individuals, and on merging the best qualities people have to form effective
teams. Managing conflict is also very important. One thing managers should recognize is that there will always be a potential for conflict and their job
is to intervene and resolve diversity issues early and quickly. Statistics show the extent of diversity in the workplace. "Eighty–five percent of those
currently entering the American workforce are minorities and

The term "diversity" usually refers to individual characteristics such as gender, ethnicity, culture, age but as time has advanced, it is now also known to
defer between those of sexual orientation and physical or mental abilities. Through time, not only the notion of diversity has become more broad but it
has also been more focused on. Due to its ability to provide benefits such as improved morale, contrasting perceptions and strategies, enhanced
teamwork and mutual understanding within the organisation, workforce diversity management has evolved to become an increasingly significant unit of
human resource management in organisations. However, through each advantage there are challenges which may range from legal, moral to ethical.
By incorporating contrasting personas into a corporation, there are several benefits however the main advantage is the greater and broader viewpoints
that are available. "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities,
heritage, age, gender, sexual orientation, gender identity and other characteristics". These differing perceptions and interpretations, businesses are able
to mimic the hundreds of contrasting clients they may have or want and thus alter their product or service to better fit their clientele. Through Bertone
and Leahy's studies (Bertone, Leahy, 2002), they distinguished that only a small percentage of corporations recognised that employing

Workforce Diversity Training

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