Social Diversity Reflection

Social Diversity Reflection
This week's reading material was eye–opening in numerous ways. The topic of the impact of values, attitudes, expectations, and ethics (or lack of
them) on the care of vulnerable populations is certainly complex and multi–dimensional. It was saddening to learn that in this day and age problems of
inequality persist; more surprising still is the fact that inequality is prevalent within the healthcare system. This is a shocking and deeply disappointing
realization for me. In retrospect, I acknowledge that my view of modern healthcare has been somewhat naГЇve and limited, as I incorrectly assumed
that given the increase in education, social reformation, and the wealth of historical perspective available to us today (including the expectation
that we would learn from past errors and atrocities), equality for all individuals, irrespective of race, gender, lifestyle preferences, and so forth, was
something of a given. How disturbing it was to learn that we as a nation are far from achieving that goal. Perhaps my naivety of such pervading
issues stems from the fact that I am relatively new to the healthcare industry, and due to my current work environment. Where I work, cultural
diversity abounds. It is one of the things I love most about my job; not only is the patient population ethnically and racially diverse, but equally, the
healthcare provider population is a potpourri of nationalities and ethnicities. The majority of those I work with, both nurses and doctors, are of
minority races and ethnicities. It is something I love; it is like a continual emersion in fascinating cultures and practices. I do not know whether the
demographically diverse culture of the hospital is responsible for it, but I personally have not had to witness instances of inequality of care or of
procedures not being administered based on healthcare providers' bias. If I had, I would have been truly disillusioned. The article entitled Unequal
Treatment: What Healthcare Providers Need To Know About Racial And Ethnic Disparities In Health
–Care (2002), proved to be an interesting study on
the prevalence of healthcare inequalities and the underlying factors contributing to them. The findings produced from the extensive review of more
than 100
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Social, Cultural, Ethnic Diversity, And Intellectual...
If anyone would have told me while I was an undergraduate student that I would be applying to a social work program for my Masters, I simply
would have chuckled and said to myself, "No way". At that time, I did not have a complete understanding of all of the aspects social work
encompassed (and the many pathways it could take a person down). Regardless of which career path, social workers are aiming for social and
economic justice, leading to greater social welfare and social change. Social work aims to help those who face various hardships due to situational,
cultural, ethnic diversity, and intellectual abilities. I have come to look at social justice similarly to the American philosopher John Rawls. Like Rawls, I
believe social justice ... Show more content on Helpwriting.net ...
I look at these people and ask myself, "What can society do to help them? What can I do to help them? What resources are available to them? How
can we meet these people in the position they are and help them overcome?" These questions draw me to social work, and being part of a culture that
promotes social change. By asking these questions, researching, involvement, and learning the needs of specific populations, we can search for
solutions to the injustices these groups face. We can then work to achieve social change. We can work to improve our social institutions, social
behaviors, and social relations. The people I love should not be deprived because of who they are or their financial despair – no one should. The
opportunity for a better life should be made available to those who need it most. On a personal level, as recently as last year, found myself in therapy
trying to better my life to overcome the mental disadvantage of depression. I feel lucky to have had the means to receive treatment for myself, but not
everyone has the same advantage. I recently saw a cartoon illustration of "Equality Vs. Equity." Three men of different heights are each standing
behind a fence attempting to see a sporting event. Under "Equality", each man was standing on top of a box that was the same height. Each man was a
different height, and yet they were all standing on

How Workplace Is Necessary And Part Of Doing Business
Workplace diversity is a popular topic in today's workforce. Many companies today accept that diversifying the workplace is necessary and part of
doing business in today's global economy. Though more and more companies are embracing diversity for because they have to or believe that they
should, Pitney Bowes has been doing so for decades. Though there were many forces for and against diversity in the early years, the diversification
initiatives implemented and continued by Pitney Bowes has given them an advantage in employees, clients and global participation. The social
landscape regarding diversity has changed over the decades Pitney Bowes has been in business. Their diversity and inclusion efforts have been in
place before the civil rights movement and long before affirmative action became a ubiquitous term (article). Any person or company acting outside
the norms of the day will have forces for and against their strategies. Many of the forces against Pitney Bowes were addressed in the early days of
their diversity integrations. One of the biggest challenges working against Pitney Bowes in their diversification efforts was noted early on in their
history. In 1942, CEO Walter Wheeler admitted that there were certainly instances where human nature and prejudices were likely to have prevented an
eligible applicant from obtaining employment with Pitney Bowes (cite article). In spite of, or rather because of this fact, Wheeler put the onus on the
Personnel Department to

Consequences Of Social Justice And Embrace Diversity
Throughout history social justice has proven to be a factor which has addressed the prejudices involving people of all diversities. Social justice has
shown no partiality to the individual snared, tormenting the minds of those who have not been just recipients of fairness. The victims of social
injustice suffer greatly and continue to suffer from the lack of civilian aid. The world has been prone to the intolerable acts of social injustice; a cause
we could not abscond. There are questions of how one can tackle these actions and affairs to solve a protracted complication. The fight to diminish
social injustice is to promote social justice and embrace diversity. The longer we stay oblivious to the effects and damages controlled by social
injustice, we will perish from the consequences. The solutions contain two main factors: The educational process of understanding social justice and
clarifying cultural diversity by spreading awareness of how these two entities can help eradicate some of societal ills. ... Show more content on
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Social justice comes in many configurations that are the premier sources of the world's problems. For instance, political, educational, and fraternal
organizations may be responsible for the task of promoting social justice and embracing diversity. For one's own delectation, one can choose
movements that they strongly believe in and change the lack of equity. Joining a movement does not stop with becoming a member. One must actively
be involved in social organizations, volunteer groups, or actively include the government to truly reach the

High-Performance Teams
Abstract
The purpose of this paper is to explain how a group can become a high–performance team. The purpose is also to examine the impact of demographic
characteristics and cultural diversity on group behavior. This paper will illustrate how demographic characteristics and cultural diversity contribute to
or detract from high–performance teams.
High–Performance Teams A high–level of performance makes up the basis for groups and teams today. High–performance is a major focus for many
organizations since group and teams have become more common among organizations. High–performance teams are teams that get together for a
specific and important task. For a group to become a high–performance team, the team needs to be able to use their ... Show more content on
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Sometimes diversity also includes such factors as marital status, parental status, and religion (Schermerhorn, Hunt, and Osborn, 2005). Diversity in the
workplace is a topic that many industries and organizations spend an abundant amount of time and training on in order to ensure its presence. "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. Recognizing cultural diversity will affect group behavior in a positive way and contribute to the influence of building
high–performance teams. Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse
workforce" (Aghazadeh, 2004). The success of an organization depends on the workforce of the organization. By using demography, managers can
learn how to handle the needs or concerns of people of different genders, ethnicities, etc (Schermerhorn, Hunt, and Osborn, 2005). "Cultural diversity
has an impact on the interaction process and performance in teams" (Saji, 2004). A diverse team or workforce gives companies a competitive
advantage by enabling them to better meet the needs of their customers, successfully compete in the global marketplace, and hire from an expanded
labor pool. Managing diversity involves the creation of an open, supportive, and responsive company in which diversity is acknowledged and valued by

Marketing Campaigns And The Workforce
Businesses today are faced with many challenges in order to be competitive in our global economy. These companies need to follow the laws and
legislation while incorporating and managing diversity into their marketing campaigns and the workforce. In 1976, Apple was founded by two college
dropouts. The founders Steve Wozniak and Steve Jobs used their talents to build what is now a world renowned company with some of the most
innovative technology devices. In 1980, the company went public and by 1988 they reorganized the company into four divisions globally. This
reorganization reduced the layers of management which encouraged their employees to become even more innovative. The competition in the
technology sector was growing at an ... Show more content on Helpwriting.net ...
They are known for their passion for cutting edge products that have changed many of our lives. Additionally, Apple was forced to review not only their
diversity practices but also that of their suppliers. They have made a commitment to transparency. Apple has taken diversity beyond the traditional
definition. They insist on including an individual's personal qualities. They want individuals from all areas of the globe. This inclusion provides them
with backgrounds and experiences that will provide them with many benefits. Some of those benefits are an increased adaptability and flexibility, a
large variety of viewpoints, and increased innovation and creativity.
Apple is making the most of diversity and inclusion by relying on the benefits of their employees' different background and perspectives in order to
create new opportunities for generations to come. Apple has focused their recruiting efforts in order to create a more diverse workforce. The website
provides percentages of new hires over the past year. The have hired, "35% Women (globally) and in the United States 19% Asian, 13% Hispanic, and
11% Black." ("Apple – Diversity – Inclusion inspires innovation," 2015) Although these numbers seem like a significant amount of progress, it really
hasn't changed their workforce make up. According to an article on Wired, "In 2015, a vast majority (69 percent) of the company is still male, a figure
that

Overcoming Barriers To Reduce Diversity In The Workplace
To effectively overcome the barriers against diversity in the workplace, first a general understanding of what diversity is must be developed. Knowing
how diversity affects a workplace environment, advantages and disadvantages of diversity in the workplace, and the legal obstacles that surround both
employers and employees when dealing with diversity and equality are important to understand. Based on the results from the survey completed with
the employees, these topics are a great place to start in the training.
What is Diversity?
The Business Dictionary defines diversity as "Human Resources – a mixed workforce that provides a wide range of abilities, experience, knowledge,
and strengths due to its heterogeneity in age, background, ethnicity, physical abilities, political and religious beliefs, sex, and other attributes."
(Business Dictionary, 2017)
Diversity does not mean race or race relations; the actual meaning of the word diversity is difference. Differences in thinking styles, values, race,
ethnicity, orientation or any aspect of our social identity, are examples.
Diversity in the Workplace
People with demographic differences working in the same organization make a diverse workforce. Perceptions affect people's relations in how they
communicate and interact with one another. Human resource professionals must be effective when dealing with organizational issues relating to
diversity in order for those organizations to be successful. Assessing any needs that arise

Diversity In The Workplace
Essay "The demand for high quality talent is outstripping supply and this is not expected to change." The above statement is true in today's world
economy and hence relying on local talents is not enough, so companies should also consider foreign talent markets for obtaining high quality and
dedicated talents. The workplaces need to be more diverse in order to survive in today's non–static market. What foreign talents bring is vision and
experiences which might be applicable in their local market but the learning that can be obtained from those experiences will definitely help the
company which plans to hire them and that learning can be applied to similar markets as well. What is meant by Diversity in Workplace? The basic
concept for diversity is rapidly developing. It is no longer just about creating heterogeneous workforces, but now it is also about using that workforce
to create the innovative products, services and business practices that can give a company a competitive advantage in the market. And on a global
scale, as companies compete, diversity and inclusion have to frequently shift, as different markets and different cultures have varied definitions of what
diversity means. In today's market almost all executives understand that their companies cannot be successful on a global platform unless they have a
diverse workforce. A diverse workforce is necessary to drive innovation, foster creativity and guide business strategies. When a company has people
from multiple

Human Diversity Issues In Social Work
There are several issues related to issues of human diversity that have influenced the development of my interest in social work. As I take a look around
my community and what is occurring in the world I notice the different cultures, environments, and lack of humanity. I took an interest in these three
categories and learned there are recurring issues within each. There is a lack of cultural competency in the society. Different cultures do not interact
effectively with one another as much as they should. A person may interact differently with a certainculture once they are forced or need to. For
example, a person may only interact with a person from a different culture for work purposes or attending a certain event. Majority of people (cultures)
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Rather, it was helping my peers with homework or a certain situation within their life. In my late teenage years I became interested in mentoring
my peers and underclassmen. (People seem to gravitate towards me for advice frequently.) In high school, I was introduced to becoming a
counselor as a career. I was then convinced that becoming a counselor or a social worker was the career field for me. As a teenager, I developed a goal
and showed an ambition that has not altered. As an adult I would like to continue my journey to become a social worker and eventually open my
own practice. I believe Barry University of Social work would be the best school for me to obtain my goal. Barry University is known for its Master of
Social Work program. The classroom setting is nice and I will be able to have one on with the professors, when needed. Compared to other
universities the courses provided here will prepare me to pass the license exam for the state of

Inequities Of Diversity
Yes, I said it. These four words are coming from the mouth of a progressive, African American male that has lived in the South for all my life. A life
where I've observed and challenged the inequities of ethnicity, gender and religion in multiple layers of leadership in Corporate America. And now, at
the turn of the century as the demographics of our nation has become more and more diverse, so much so that many predict that by 2050, the United
States will become a majority–minority (non–white) population, people are still calling for more diversity.
I get it. We need more diversity in our positions of leadership, emerging industries like tech and healthcare, education in order to better meet the needs
of the diverse populations being served. ... Show more content on Helpwriting.net ...
The event was well attended, to near capacity, by people from all walks of life, including local officials, community leaders, teachers, blue collars,
laypersons. These folks were black, brown, white, male, and female, from various socio–economic and religious backgrounds. As the program neared
its end, after a captivating keynote charge, then came the portion that would finally get people to interact and engage – the entertainment! Personally
for me, I was looking forward to this. The muscles of my lower body were approaching atrophy, after sitting in stasis for almost 2 hours. I needed
the circulation, but also I wanted to meet and interact with so many of the new faces that were across the room. Moments after the closing address,
the Mistress of Ceremony announced the band and gave instructions on where everyone was to go, to either dance, mingle and/or get a beverage. As
I walked closer to the adjacent room, I paused after hearing sounds of music that was very unfamiliar. It sounded like the chords from a banjo,
complimented by music that echoed Dixie. I gave it the benefit of the doubt, that maybe this was just 1 song, so I proceeded to mingle with the board
members and staff of the organization. This attempt was stymied by their obvious enthrallment with key dignitaries and acquaintances that they
apparently knew or had a familiar relationship with. I managed to squeeze in a half–hearted, brief "Hello, my name is" introduction with the CEO and
after 20 minutes, the music selection didn't change. I took a moment to consciously look at the rest of the crowd and it looked very different from those
that initially followed me to this venue. What happened to the diversity, the youth and multi–ethnic advocates that I'd presume were looking to have
fun, exchange names or get that blood

Diversity: Class Lectures
The class lectures have covered so many topics including Business Basics, Motivation, Organizational Structures, Job design, and many other topics.
Among those topics, we have learned about "Diversity." Diversity is defined as the state of heterogeneity, variety, difference, and multiform. In our
daily life, most people, especially women have dealt with diversity in workplace, society, and private life. Some families, mostly Asians, still have
stereotypes of women should have lower statuses or education than men do.
As it mentioned in the class lecture, typically, workplace diversity is the presence of individuals who are different by race, religion, gender, ethnicity,
and sexual preference. This topic shows us about how to deal with diversity ... Show more content on Helpwriting.net ...
I might be a little bit better than how my aunt has been treated. I have a better opportunity to get education until now as a junior or might be continued
my Master's Degree in the future. My family is kind of knowing more about how important the education is. They tend to let us gaining more
knowledge as much as we want. However, I grew up in Business family, I have to think a lot before making a decision. I tend to think more about
what my family wants me to study and where I was born so that is the reason why I choose Business Administration as my major. In fact, I dream to
be a fashion designer. I could not follow what my heart wants and fulfil it. I need to respect my parent's thought and family's rules. It is frustrating
sometimes, but I am used to it. They believe my ability, but they could not think how I can earn money as a fashion designer in Cambodia, which is a
developing country. There are few chances to become a well–known designer unless I have stable jobs in other countries. Therefore, they do not
support my

Demographic Diversity And Cultural Diversity
DEMOGRAPHIC AND CULTURAL DIVERSITY
GOPI KRISHNA CHALLA
RIVIER UNIVERSITY
Demographic and Cultural Diversity
ABSTRACT
The research is concerning Organizational Behavior which includes unusual types of Organizations with dissimilar types of public behaviors. Among
that Demographic Diversity and Cultural Diversity of an Organization is extremely significant to turn into a triumphant organization or company in the
marketplace Especially the Demographic and Cultural Diversity show the in good physical shape relationship with all kinds of Employees in special
positions like Managers, Accountants, and Engineers etc. exclusive of any intolerance among them similar to age, gender, race, religion, and physical
abilities. Understanding how these personality figure Organizational behavior is significant.
The long–term accomplishment of whichever trade calls for a miscellaneous remains of capacity that preserve convey unmarked ideas, perspectives and
views to their work. The challenge that assortment poses, consequently, is enable your manager to take advantage of on the mixture of genders, cultural
backgrounds, ages and lifestyles to act in response to trade opportunities more quickly and imaginatively.
With the developing social, cultural, and political norms, as well as changing demographics, migration patterns and globalization have had an impact on
the piece of music of the people. This still impacts the commerce practices which make them to stay pace with the altering

The Importance Of Diversity In The Workplace
Men are 30% more likely to be hired for a high level position job than women (Stutes). Jobs discriminate and separate genders, races, etc. in a
workplace. This is not fair because it should not matter what you look like or who you are, we should all be treated the same no matter what. It is
hard for someone to get a job because bosses can discriminate and that makes people not succeed. You should have to work towards the higher level
position so you earn it and not just be given it because you are the gender the boss wants. Diversity should be acknowledged so everyone can have a
chance to make a living and support their families. Companies need to be fair and treat everyone equally and not just by looks. Diversity means that
everyone works together no matter what race, culture, gender they are. Workplaces should have diversity taken place in them so they succeed and
people have to work with others no matter what. It shouldn't be about the looks or beliefs, it's about supporting your family and working together
to create one goal. Diversity is becoming a big part of our world and it should continue as companies are growing and hiring. 67% of bosses and job
seekers seek for diverse workplaces (Stutes). That still leaves room for 33% of bosses that are against having diverse workers. This shows that
companies are against a certain race and gender. That should not be present. Continuing, diverse workplaces provide families with the money they need
to survive.

Proposal Plan Part 1
Proposal Plan, Part I
Vanessa Lecoin
University of Phoenix
HRM 595 Human resources capstone
As vice president of Human Resources for VS Lecoin 's Family Hospital I am responsible for 500 employees. I have a proposal that will address what
type of staff VS Lecoin 's Family Hospital requires, what type of organizational behaviors we should include in the facility toward our staff, workforce
diversity, implementing diversity, employee relations, and employee retention plans. I also want to focus on why we should not use outsourcing for
this facility.
Brief background on the VS Lecoin 's Family Clinic and objectives VS Lecoin's Family Hospital is medical facility that has a collaborating team of
pediatricians, family ... Show more content on Helpwriting.net ...
By allowing these modifications into action, we will be able to keep our employees and recruit new ones.
Outsourcing not an option for workforce planning
Outsourcing may not be a good option for organizational workforce planning because VS Lecoin 's Family Hospital is a family and community run
organization and outsourcing will not allow the organization to maintain a warm community atmosphere. Outsourcing creates an atmosphere where
patients may interact with third party vendors during customer service calls or emergency calls with employees more likely not from the same country,
familiar or fluent with the English language, or speak the language very clearly enough for the patients to understand (Cotriss, 2009). Socially
outsourcing creates a hardship for locals to access the position because the positions is would be offered to vendors outside the country. Outsourcing is
a conflict of interest if VS Lecoin 's Family Hospital hires outside of the community instead of hiring within the community, this would not create a
community atmosphere that goes against VS Lecoin 's Family Hospital goal. Outsourcing creates an environment which the outside sources only know
scripted information regarding the organization instead of acquiring firsthand personal knowledge regarding VS Lecoin

Social Justice And Human Diversity
Self–Awareness
Teris Gosier
Vanessa Fabbre
Social Justice and Human Diversity
Washington University in St. Louis
George Warren Brown School of Social Work INTRODUCTION One of the most challenging professions for African American males is social work.
As a social worker, I have realized that I have to work under two domains. The first one is to work under the race identity and the second one is to
work as a class identity. Although I am proud of being anAfrican American, I usually feel sorry for myself being from unprivileged social class in the
American society. The identity of being an African American male has affected mysocial work in many aspects. This is because it has made it
impossible to carry out my professional duties because of negative perspectives and discrimination in the society. African American social workers are
considered to be incompetent by the rest of the society hence making it impossible to delegate duties without any form of discrimination. This paper
provides my own reflections as an African American male in the field of social work and how this identity has affected my practice in community
work and advocacy duties.
RACE AND CLASS IDENTITIES Studies have shown that racism is one of the main challenges affecting social workers in America. In particular,
African American males involved in community work are mainly affected by the identity of being black. This is because mainly community work
involves interaction with the American people.

Can You Think Of A Time When Someone Presumed That You
Can you think of a time when someone presumed that you had a characteristic, either positive or negative, based on a group to which you belong
without knowing you as an individual? Are you aware of ever having judged someone inaccurately? Unconscious biases are a fact of life. We all harbor
them–and take them into the workplace.
Unconscious Bias (also known as hidden bias or implicit bias) refers to bias that we are unaware of, and which happens outside of our control. It is a
bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our
background, cultural environment, and personal experiences. Numerous studies since the 1980s have confirmed that people ... Show more content on
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And a third filter tempts us to accept information that confirms our beliefs about people who are different from us and to reject information that
contradicts those beliefs.
Explicit biases (also known as conscious biases) are evident in what people say and do, and chances are those who have such prejudices are aware
of them. The manager who talks negatively about "the millennials" knows she holds the younger generation in low regard. The person who uses racist
slurs doesn't try to hide his dislike of other races. The executive who believes women shouldn't be in leadership roles avoids recommending a female
subordinate for promotion. These biases are all on the surface. Consequently, it's relatively easy to see the connection between these individuals'
prejudices and their behavior in the workplace.
Not so with implicit or unconscious biases. Without realizing it, we may prefer to associate with younger people rather than older people, or enjoy the
company of women more than men, or react more harmoniously to people of our own race. More concerning: we may unconsciously associate one
group with positive stereotypes and another group with negative ones. Recent studies in psychology suggest that we all have implicit biases and that
these biases influence our decisions.
Deep prejudices or stereotypes imparted by upbringing, culture and mass media that influence our perceptions about people and our behavior toward
them. Skin color, gender, age are generally

Diversity's Impact on Organizations
Abstract
Diversity must be created and maintained with in organizations. The purpose of this paper is to examine the impacts of diversity onto an organization
in addition to explaining the legally mandated and stakeholder driven explanations for mandatory diversity.
Diversity's Impact on Organizations Diversity within an organization is a blending of people from various cultural, religious and ethnic backgrounds.
Diversity has challenged organizations to set realistic goals for its leaders as well as its employees. The organization must look at the moral, ethical
and social responsibilities it has toward its employees and understand their legal obligations set by laws. It is important for ... Show more content on
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Gender The number of women entering the workforce has increased over the years. To reap the benefits of gender diversity and create an inclusive
workplace organizations are developing flexible employment approaches. Flexible employment approaches include arrangements that allow job sharing
so that employees are better able to care for their children or flexible employment conditions such as flextime that give employees input into the length
and scheduling of their workweek. With the increase in gender diversity, organizations have developed sexual harassment training supported by top
management. This training includes: defining quid pro quo, what hostile environments are, providing examples of types of behaviors that are
prohibited and describing disciplinary actions that will be taken in instances of sexual harassment.
Education
Today employees' educational backgrounds vary considerably; this has led organizations to enhance their training and development programs.
"Functional illiteracy the ability to handle basic reading, math, and arithmetic is a serious problem at work (Dessler, 2002)." Employers are
responding in two ways. First more organizations are testing job candidates' basic skills and secondly more organizations are setting up basic skills
and literacy programs. "For example, Smith and Wesson instituted a comprehensive program. A literacy audit revealed

Affirmative Action : What 's The Right Thing?
Mihai Soltoianu
Professor Shen
Phil 102
12 December 2016
Final Paper – Arguing Against Affirmative Action Affirmative action is a rather complicated subject that is packed with nuance. It can be difficult to
fully assess whether affirmative action is a good thing when discussing it in terms of what is just and what is unjust. Professor Michael J. Sandel
argues in favor of affirmative action. However, the arguments he uses when presenting his case are not particularly strong.
In the "Arguing Affirmative Action" section of his book, Justice: What's the Right Thing to Do? Sandel presents three arguments in supporting
affirmative action. The first argument is correcting for the testing gap, though Sandel notes that this is the least important of the three rationales he
presents in this section. Sandel argues that affirmative action is a positive thing in that it helps to account for the possible bias in standardized testing –
which contributes to the aforementioned testing gap. For whatever reason, black and Hispanic students tend to not score as well on standardized tests
as white students, even with economic disparities accounted for. Sandel asserts that interpreting standardized tests for a students' future academic
success should account for multiple factors such as a students' family, social, cultural, and educational backgrounds. Therefore, a student living with a
single parent who attended a poor public school should be given more consideration than a student coming

Why A Diverse Workplace Matters?
Introduction
Today's an age of competition. Every organization finds ways to be successful. The success of an organization lies in making profits and building
brand image. The search by various scholars has found that a diverse workplace, if managed properly, can do wonders for the success of an organization.
Diversity means differences due to race, gender, ethnic groups, age, personality, tenure, organizational function, educational background, etc. Diversity
involves how people perceive themselves and how they perceive others. These perceptions affect their interactions.
Why a diverse workplace matters? / Benefits of workplace diversity
An organization's success and competitiveness depends upon it's ability to embrace diversity and realize it's benefits. Due to divers workplace
multiple benefits are reported such as below:
Encouraged adaptability – Organizations applying a diverse workforce can supply a greater variety of solutions to problems in services, sourcing and
allocation of resources. Employees from different backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting
to fluctuating markets and customer satisfaction.
Broader service range – A diverse collection of skills and experiences, for example languages, cultural understanding, allows a company to provide
services to a customer on a global basis.
Variety of viewpoints– A diverse workforce that feels comfortable communicating various points of views

Social And Social Impact On Human Diversity
Social workers must be able to discuss the human behaviors of different groups of people. The differences of mankind are what is called in social
work human diversity. Council on Social Work Education states that human diversity can be grouped in subgroups that consist of age, color,
class, culture, disability, ethnicity, gender, gender identity and expression, immigration status, political ideology, race, religion, sex and sexual
orientation; (Zastrow & Ashman, 2013, p.11). There are social systems set up by every country. These systems consist of certain subsystems and
social structures. Social Systems Theory is human behavior in it's most complete terms. This theory is set to create a membership between the
members of society. It works to form a union for families, organizations and others members of society to work together to solve problems. In
some parts of the world the social systems are not alike but still fall under classes. For example the United States has what is called a class system.
In the United States our classes s are set up based upon your financial status. It is based upon three levels rich, middle class and poor, but some argue
it consist of more. There are the subsystems that is the rich, the upper middle class, middle class, the lower middle class and the poor. These systems
work together to supply what is needed to the different system that make up the whole systems. In China there is also a class system of government
but it works a little

Workplace Diversity Essay
Corporate America is seeing a shift in workforce demographics, with the terms "workplace diversity' being thrown around in meetings across many
large organizations. There are many definitions and interpretations of workplace diversity, but the this paper will define workplace diversity as "an
environment that maximizes the potential of all employees by not discriminating against age, ethnicity, gender, physical abilities/qualities, race, sexual
orientation, educational background, geographic location, income, marital or partner status, military experience, parental status, religious beliefs, work
experience or job classification (Futon). Managers of this era have to work alongside individuals who not only come from different ages and
educational backgrounds, but also individuals who are of different origins and have roots in many parts of the world. Organizational leaders are
convinced that diversity efforts need to be an organization–wide effort in order for it to succeed (Roosevelt 23). The reality is that the American
workforce is changing very rapidly and steps have to be taken to adapt to this new environment. This paper will focus on (1) the growing importance
of workplace diversity, (2) the benefits associated with having a diversified work environment, (3) methods of increasing workplace diversity and (4)
effective strategies for managing a diverse workforce.
(1) The Increasing Importance of Workplace Diversity
The importance of workplace diversity has increased

Diversity And Inclusion Analysis
My next article takes us into the concept of diversity and inclusion that involves reaching over milestones we already made and prepare us for the
next milestones to come. The tone in this reading is that we have diversity under our belt, so lets now use what we learned from diversity to move
forward to inclusion. Inclusion in the workplace is explained as organizations incorporates the ideas, understanding and perspectives of their diverse
group of employees towards the betterment of the employees and the organization. So we are now moving beyond race, sex and gender and into
everyone's human aspects. That is the thoughts, feeling and emotions within the diverse group. Inclusion will have us look at things much differently
than we did

Ethnolinguistics, Diversity, and Social Justice
The word "diversity" seems to mean something different to many people, but is typically meant as a "variety" or a "mixture" (differences in practices,
appearances, ideals). The word diversity has been used to highlight the fact that there are significant personal, dispositional, and cultural differences
between many of the individuals in this society. In many cases (but not all) the view has been that society should learn to respect these differences as
opposed to try to assimilate them (Nicholson & Seidman, 1995). Cases where these differences should not receive respect and tolerance occur as in the
case of incest, child abuse, cannibalism, or others similar practices that pray on the rights of other individuals. In the context of healthcare and
counseling, the notion of diversity reflects the identification of changing demographics and economics of a developing multicultural environment
(Ratts, 2009). This recognition of diversity has challenged healthcare organizations and counseling providers to consider cultural diversity as a
priority. However, providers should recognize that addressing diversity goes far beyond recognizing and knowing the values and beliefs of different
ethnic groups, but also should address a number of other constructs such as gender issues, religious affiliation, sexual orientation, physical size, age,
disability issues, socio–economic status, and many other similar constructs. Ethnolinguistics (or cultural linguists) investigate how the

Diversity and Inclusion Paper
Thinking About Diversity and Inclusion Paper SOC/315 December 15, 2010 Professor Dr. Lorthridge Introduction This paper will discuss and focus on
the four dimensions of diversity: ethnicity, gender, differences in skills, abilities and personality traits and how they have an impact in my workplace.
To be able to go further in this paper one should understand the definition of diversity. Diversity is a variety between people associated to factors such
as culture, employment status, education, family orientation, gender, origin, physical appearance, religion, sexual orientation and thinking style
(Harvey, C. P., 2009). Although the differences themselves are unquestionable, organizations and society often reject them by acknowledging
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Organizations must stop visualizing diversity as an issue and start seeing it as a benefit for the organization. There are several reasons why a
diverse workforce will add value to a company. Most businesses, either large or small, work on a global scale; the information age has brought the
entire world a lot closer. Having associates that can deal with different cultures around the world is crucial to an expanding business. A diverse
workforce will help to build more rounded individuals with experience they will gain from a mixed environment. Customers will benefit from the
diverse workforce because a company that makes a choice to be open and flexible with its associates will more than likely be easy to work with in a
business relationship. Probably the most important aspect of having a diverse workforce is the vast knowledge gained by pooling the different life
lessons, cultures and experience together thereby allowing everyone the chance to learn new and different business practices (Sappal, Pepi, 2002). In
reality, as you can see from the positive argument produced above, diversity assist organizations a key advantage in the corporate world. Culture can
help an organization to succeed, when diversity is taken into action, non–biased and properly managed can be greatly effective. There is no doubt after
researching the arguments for cultural diversity that organizations should invest in a highly

Racial Diversity In Social Media
In todays world of near total dependence on the internet, it becomes increasingly noticed that our popular culture is defined by the racially diverse
nature of most social media platforms. Social media is well known as a catalyst for any activism or social reformation movements that occur nearly
every day around the world. Platforms such as Facebook or Twitter often start debates over things that happen online, on television, or in the real
world. Those who use interactive multimedia are very racially diverse and bring unique ideas and arguments to the international community of the
internet. However, it is apparent that both Twitter and Facebook have varied approaches when inviting those of racial diversity onto their platforms
and making them feel welcomed there. It has become an accepted business practice to meet a certain quota of hiring from diverse racial groups. This
trend of identifying racial diversity began with "the idea of setting targets has its roots in affirmative action policies in the US and South Africa"
(Jacobs, 1). Previous social movements resulted in the push to identify numbers regarding grouping those of different ethnic groups. As of the year
2016, the United States government issued "a three–hundred–dollar diversity fund" (Jacobs, 2) to identify the rate of hiring diverse groupings.
Companies began to feel pressure from social activism resulting in this new quota that they must meet to stay respected within the community of those
who fight for diversity on the internet.
While the expansion of hiring those of diverse brackets can create a positive professional and educational atmosphere, it can also create a feeling of
tension between those separate groups. It is feared that meeting the diversity percentage issued by the United States government may overshadow
those who may work hard for a job or college acceptance. However, by employing a diverse workforce, a company has the ability to have different
perspective on racially sensitive topics. If someone of similar racial backgrounds marketed a product used predominantly by one race, then it would
result in the possibility of increased sales. Both Facebook and Twitter have been feuding over power and recognition since the 2000's as

Diversity, Inclusion And Social Justice
I find that the concepts of diversity, inclusion and social justice to be important because they build on each other and have the power to change the
world. When all of these aspects work together and are acknowledged then we are able to work toward changing social norms and creating aspects in
society that are focused on equity, rather than equality. Of course,social justice should be the goal that we as individuals want to achieve in liberating
areas of our that have limited and restrained others. I connect diversity and appreciating diversity with being the foundation to this equation of
equality because individuals need to understand that there will be differences between people. I enjoy the statement on, "... Who is in the room?"
because it starts to explain the variations in personal characteristics within a group of people. This is going to be part of my position as an RA
within Resident Life because a floor's residence are going to have wide range in their own diversities through their age, sexual orientation,
journeys to get to college, race and ethnicity, etc. I am proud to have experienced the things I have and lived and go to high school in such a place
like Aurora, CO to where I was able to live and embrace a diverse community. I came to define this diversity to be normal, but coming up to CSU and
Fort Collins has shown me how much of Colorado does not have the same kind of standards. The next support beam to building this idea that works
toward social would be

Social Equity and Diversity Management
In Chapter seven: "Social Equity and Diversity Management" (pp. 159–176) of Public Personnel Management Context and Strategies (6th Edition),
Donald E. Klingner, John Nalbandian, and Jared Llorens start by stating t achieving social equity in the workplace has been a very politically charged
issue for the past 50 years. The readings suggest that there are three major strategies in achieving social equity, they are equal employment opportunity
(EEO), affirmative action (AA), and diversity management. Although often confused with one another, EEO and AA are two different methods of
promoting social equity. Equal employment opportunity refers to the policy of treating all individuals in the employment process fair and equitable
regardless of race and gender. Affirmative action refers to efforts on the part of the employer to address the effects of pastdiscrimination when equal
opportunity employment efforts are not enough. Diversity management refers to an employer's effort to ensure that individuals of all backgrounds
work together in a workplace and take advantage of the diversity which leads to productivity.
There are many laws in the United States in concern to social equity, however by far the most important law is the Civil Rights Act of 1964. This act
prohibits employers or employment agencies from making personnel decisions based on race, color, religion, gender, or national origin. It also gives
the responsibility to enforce the provision of the law to the Equal

The Diversity Audit Project : Starbucks
The purpose of the diversity audit project is to teach students how to analyze and measure diversity efforts of potential employers and as potential
customers. In this globalizing world these skills are more important than ever. Many companies are making changes to diversify their employees and
their customer base; this project is focused on investigating one company's efforts. After this project students can expect to have gained a deeper
knowledge of how to measure a company's level of diversity and analyze its effects on both employees and customers. Many people think that Starbucks
is just a company that sells coffee. Beginning our diversity audit, that's what our group thought as well. As we began our research we uncovered a
company that we could not have imagined. Starbucks has embraced diversity, and in many ways, is a trailblazer. Starbucks is involved in a plethora of
diversity efforts, both in achieving diversity and managing diversity within their corporation. Starbucks becomes deeply involved in promoting
diversity by creating Partner Networks ("Diversity and Inclusion"). A partner is an employee of Starbucks, and Partner Networks are support systems
created and supported by Starbucks to help their diverse staff feel included and welcome. Partner networks include Starbucks Access Alliance
Partnership, which promotes increased accessibility and use of Starbucks facilities for customers and Partners with disabilities ("Diversity and
Inclusion").

Corporate Social Responsibility ( Csr ), Technology, And...
In today's society, the pace is tremendously fast. With that, a change occurs constantly and creates a race to be above the curve and a step ahead of the
trending movement. In the business world, we are interconnected throughout continents with interdependent economies and enterprises. Some of these
changes that effect the management of companies include corporate social responsibility (CSR), technology, and diversity. Corporatesocial
responsibility, or CSR, has been conceptualized rather broadly as the managerial obligation to take action to protect and improve both the welfare of
society as a whole and the interest of organizations. In recent years, corporate social responsibility has been becoming increasingly important and is held
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The theory is if they are in good standings, it can benefit them in many ways. One way is that consumers are more willing to purchase from a
company after information of their CSR is out and can see that it is an ethical company (Mcguire, Sundgren, Schneeweis, 1988). Low social
responsibility, on the other hand, may encourage some stakeholders to doubt the ability of a firm to honor implicit claims and may increase the number
of a firm's more costly explicit claims. Moreover, Bowman and Haire suggest that stakeholders and stock and bondholders see CSR as correlating to
management skill. The theory is that reputation is an investment and through positive CSR, financial performance will increase accordingly. However,
there have been various arguments regarding the relationship between a firm's social responsibility and its performance outcome (Sankar, 2001). One
argument is that firms face trade–offs between their social responsibility and financial gain. Those who believe this propose that the incur costs firms
have to pay for their socially responsible actions put them at an economic disadvantage compared to others. These additional costs include actions such
as charitable contributions, promoting community development plans, etc. Another view is that the explicit cost of a corporate's social responsible
duties are minimal and that they ultimately benefit in doing so with an increase in employee morale and

Inclusion : The Implications Of Diversity In The Workplace
In contemporary society, the idea of diversity has come to the forefront of workplace culture. Diversity by definition is the existence of multiple
different and complex social identities and issues in society or a space (Woodson). In simple terms, people self–identify or are identified as belonging
to a specific group based on background, experience, or even appearance –– the incorporation of these groups into specific space or environment is
diversity. Through globalization and modernization of society, the social interaction between these social identities and groups have become inevitable
–– especially for the workplace. Thus, for an organization to be successful, they must be able to market to and serve the social groups within the global
population. Diversity allows a combination of people to create a unique social space or team that combines their different backgrounds and associations
for increased knowledge, efficiency, and understanding.
Yet, in the same modern society, diversity by itself is meaningless–– the proper integration and inclusion of these social identifications and groups is
crucial to honing in the special knowledge and capabilities each person brings. More specifically, such identities and groups need to feel supported and
encouraged within the workplace through inclusion. Inclusion is the involvement and empowerment of all people, where the inherent worth and
dignity of those people are publicly recognized (Woodson). For the talent of these

Social Diversity Assignment
It has been an amazing semester and what I have learned in my Multicultural and Social Diversity class will stay with me through my career as a
counselor and beyond. Knowing how to be a social change agent takes knowledge and understanding of the diverse world we live in and
understanding that not all people experience the world the same way. To be a social change agent, I must understand what my clients' reality is and
view the world through their eyes. I must put myself in their shoes to be an effective counselor. I understand how my own attitudes and beliefs
influence my way of thinking. I know now that I need to be aware of my own heritage and my cultural sensitivity and how my background and
experiences influence my attitudes, values, and biases about how others think and feel. I recognize that I do not know everything about the diverse
cultures and groups that I will encounter through my counseling career and that I need to be willing to learning and experiencing new cultures without
allowing my own biases to interfere with my thinking. I have also learned that there will be times... Show more content on Helpwriting.net ...
Learning other languages to communicate with clients of diverse cultural backgrounds is not always possible but learning to pickup on non–verbal
cues such as facial expressions and body language and understanding the meanings within each cultural group is necessary to avoid offending clients. I
must understand the cultural differences in gestures as these might mean different things to diverse cultures. The best thing to do is to openly
acknowledge any differences and let the client know that I am willing to learn from them. I should also seek to understand people of diverse cultures
outside of the counseling setting. Being involved in activities from other cultures such as neighborhood gatherings and cultural activities will expand
my understanding of their world and will help me be a better

The Importance Of Workplace Diversity
Workplace diversity is when there is diverse culture of individuals in the workplace. It is when there is a value placed on the variety of ideas, race,
ethnicities, religion, gender, sexuality and orientation, which is flourishing in an environment. Depending on your employer and workplace, workplace
diversity can vary based off several different factors. Usually, there is a preferential standpoint taken on the matter and it can be either display a high
or a low context culture of diversity. According to Mason (2013) Workforce diversity has been described as "a double
–edged sword; it has the potential
for positive and negative outcomes" (p.659). Workplace diversity is important in a business setting because it carries forward a combination of
different types of people to work together in unity, encourages uniqueness, innovative, creative approaches, and supports interesting divergent ideas to
accomplish tasks or goals.
Benefits of a high workplace diversity environment is it not being stuck to conformity in group thinking, or being narrow–minded with similar thoughts
and having preference to only be around people who think like you do which is known as the "diversity paradox". According to a quote stated from
Friedrich Nietzsche, Hackett (2014) "The surest way to corrupt a youth is to instruct him to hold in higher esteem those who think alike than those
who think differently" (p. 415). Instead, it reiterates the importance of having a diverse workplace because it constructs better ideas, coming from
different minds, and build upon each other through brainstorming. However, a poor workplace diversity can also adversely affect one's motivation,
which leads to overall job dissatisfaction and demotivation. When there is poor workplace diversity, you can see less communication barriers and
cultural resistance, but it also makes it harder for individuals to get used to working with others that aren't the same as them. This can become a form of
adversity for businesses if their employees cannot develop a strong skill set to adapt with not only coworkers but also customers in the environment.
Therefore, better communication and interaction skills are essential to promoting a business and making it successful.

Why I Should Be A Teacher
I want to be a teacher to continue to serve. I have served twenty years as officer in the United States Army and I want to continue to serve others in a
different capacity. Through my time in service and later as member of the civilian work force I have seen the struggles of workers and employers as
they struggle to find sustainable matches. One of the answers to this struggle a is better prepared work force. However, there are segments of our
country that have been systematically left out, and I want to address that.
I grew up in Seattle during the de–segregation, and it was normal for me to be the only black kid in my class. As society around me came to grips
with the change in the city, I had to go to school. I could wait for programs and understanding to take hold and remove the old ways. I was labeled
one of "those kids", a "disruptive child" in the class, until at the behest of my parents and school administrators, I was tested. The test show I was not
challenged by the normal material which lead to the behavior and soon I was challenged.
However, my story doesn't end there. I still had to face the challenges that our current disadvantage students face and there was a time where my
future was in question. However, by the grace of a few dedicated teachers, I was able to overcome my obstacles and find some success in the
classroom, because of that I want to pay it forward to the next generation. Because of the efforts of so many, I have gone on to earn my

Diversity Strengths And Strategies Of Eli Lilly And Google
Companies that actively support and nurture diversity are appealing to employees and consumers. When diversity is a priority, employees feel
empowered, consumers feel positive about supporting the business and the company ultimately outperforms the competition. The task of fostering
diversity within a business can be challenging and not all companies use the same approach. Having a comprehensive diversity plan is the first step in
achieving a diverse workforce and the benefits that come along with it. In this paper, I will explore the diversity strategies of Eli Lilly a recognized
leader in employee diversity and Google a company struggling with employee inclusion. Through this process, analyze the strengths and weaknesses of
Eli Lilly and ... Show more content on Helpwriting.net ...
Similar to Eli Lilly's, these groups promote diversity through many initiatives designed to support minorities in technology. The Black Googlers
Network has a mission to cultivate Black leaders and has created internship and mentoring opportunities. Gayglers works to inform all employees
about LBGT workplace issues and ensure employee policies are LBGT friendly. Women at Google the largest employee group provides professional
development opportunities for women around the globe and encourages young girls to explore careers in technology. Diversity Core resulted from
these ERG's and allows Google employees to spend 20% of their time working on projects that attract more women, minorities and small business
owners to work for and with Google. Current growth in employee diversity can be attributed to the outreach efforts form these passionate

Thinking About Diversity and Inclusion
Thinking about diversity and inclusion
1. What are the dimensions of cultural diversity? Identify and briefly explain the dimensions by referencing both textbooks.
The dimensions of cultural diversity consist of in the diverse cultures in the world. The diversity is the different race, gender, age, ethical, language,
religion, education, and more. The geographic region and the social roll are the result of the cultural diversity in the world. The diversity is variable and
depends of the human's need and it has changed through human evolution. Countries that were pioneer on a cultural growth got behind and others
countries progressed in art, technology, and science over the time. The immigration also interferes in the cultural diversity.... Show more content on
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There is a joke if somebody is late to say "that person is in Hispanic or Latino time." Usually American or other cultural are punctual when they set a
date for meeting or parties. Latinos like to be around their own people, and it is very common to visit them without be announced and usually coffee
will be offered to the visitant. Many of the Hispanic who immigrates to this country does not have the need to learn English that is a mistake if they
will be staying in the United States. In their houses they speak Spanish to teach the new generation that language, which is great especially if they are
leaving in states as Florida or California.
3. What is the difference between diversity and inclusion?
The difference between diversity and inclusion are, diversity means the variety of people. They have different ways to think, different culture, ideology,
gender, age, education, and others. In a labor environment is important to take in consideration the diversity into the workforce to obtain a higher
productivity. Companies evaluate the employees' skills to determinate in what areas inside the company they will have a better performance on their
duties. It is a way to improve the relationships between employers, customers, and vendors. Inclusion means all the employees collaborate in the
progress to make the company to success with their valuable input. It is important to listen somebody else ideas

Strategic Thinking Essay
The business environment is continuously evolving with the integration of new management trends developed to create opportunity and respond to
various challenges. However, with the unpredictability of the business environment which is driven mainly by globalization and technology, innovation
turned out to be increasingly critical to success. It means that innovation and strategy are converging to help in productivity. Innovation has the potential
to change the agents within an organization to become better entrepreneurs to meet various challenges. Strategic thinking is crucial in creating a
coherent, integrative and unifying framework for making decisions particular regarding the direction in which an organization goes and the resources it
plans to utilize (Goldsmith, 2009).
In some way, strategic thinking utilizes external and internal data, perceptions, and opinions. It is proactive, conscious and explicit while defining a
competitive realm for strategic advantage in the organization. Strategies are formed to improve the performance of an organization which means that
the company will have to conduct something unique and different compared to that of the competitors. Whenever a team develops a new strategy, it
means that they are establishing change whether it is innovative or incremental. It means that managing to execute a strategy involves managing change.
The business landscape of today is characterized by escalating diverse environments whereby some organizations

What Is The Business Case For Diversity At L Oreal
Case Questions_ L'oreal
1.What is the business case for diversity at L'oreal?
L'oreal started working on its' business case for diversity in 2002. They diversified their product portfolio and stated recruited people from different
cultural backgrounds to manage the same. The business case for diversity at L'oreal focuses on "Driving Business Growth" and encompasses the
following points:
п‚§Fostering Creativity & innovation – L'oreal believes that a diverse workforce addresses issues form multiple angles and provides opportunity for
developing products catering to the needs of its diverse consumer base.
п‚§Better Marketplace understanding – Diversity is vital for L'oreal as it helps them understand consumer needs across the world and innovate
products accordingly. They therefore have research centers in 5 continents and have developed a unique portfolio of brands, each one with a different
cultural origin to satisfy the differences in the sensitivities of people around the world.
п‚§Attracting ... Show more content on Helpwriting.net ...
product development at L'oreal Paris, so that they could exchange ideas. It also mentioned that after spending 2–3 years in global product development,
the more experienced managers usually returned to their home region. This clearly highlights Access and Legitimacy paradigm.(Additional reading)
п‚§Exhibit 5 mentions about the SOS Racisme trial in 2006 (Referred internet for details). In a campaign to promote shampoo line in supermarkets
outside Paris, L'oreal hired saleswomen, but nonwhite women were excluded from promoting the shampoo. This example clearly demonstrates that
although L'oreal policies propagated diversity but it was not a part of the DNA of the organization.
п‚§The feedback evaluation highlights that diversity was not integrated in the core of the culture although it was a part of the various charters and
guiding

Social Diversity Research Paper
A social worker will encounter many people from all different cultures, socioeconomic classes, and different genders. In order to effectively help
people or groups of people and adequately assess the person in their environment it is essential that a social worker understand the issues of
diversity. This essay will begin with a definition of diversity and an explanation of how diversity has led to segregation throughout history and into
present day. Next will be examples of social diversity and the importance of diversity awareness. In conclusion, this paper will show how a social
workers understanding of social diversity directly relates to the social work code of ethics. Diversity was defined in the class lecture as the cultural
differences... Show more content on Helpwriting.net ...
This type of thinking gives a social worker tunnel vision. The Black–White binary paradigm reduces people into two groups, either black or white. It is
not fair to group Latinos with African–Americans or Native Americans with Caucasians. They are all different. They come from different historical
backgrounds, different cultures, traditions, languages, etc. The list of differences can be extensive and by generalizing people into just two groups, a
social worker would negate the process of evaluating individuals in their environment. This leads to the paradox that was discussed in class. Race is
absolutely meaningless, but it must always be considered. In a world where everyone is treated equally a social worker could be colorblind, they
could take race out of the equation. Unfortunately that is not the case. This is a world were African–Americans have been denied equal housing, equal
income, and equal employment opportunities. Even though forms of segregation became illegal, de facto segregation continued to further oppress
African–Americans in the United States. The radio broadcast in class explained how housing regulations were used to segregate neighborhoods,
allowing Caucasians to build wealth and pass it on to future generations. Alternatively,

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
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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

Social Diversity Reflection

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