'Managing Diversity in the Workplace

1214 words 5 pages
John F. Kennedy once said " If we cannot end now our differences, at least we can help make the world safe for diversity."

Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools1
Kelli A. Green, Mayra López, Allen Wysocki, and Karl Kepner2
Introduction
The world's increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity
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Generally speaking, reorganizations usually result in fewer people doing more.
Legislation
Federal and State equal opportunity legislation make discrimination in workplaces illegal. These laws specify the rights and responsibilities of both associates and employers in the workplace and hold both groups accountable.
Benefits of Diversity in the Workplace
Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Esty, et al., 1995). In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization's success. Also, the consequences (loss of time and money) should not be overlooked.
Challenges of Diversity in the Workplace
There are challenges to managing a diverse work population. Managing diversity is more than simply acknowledging differences in people. It involves recognizing the value of differences, combating discrimination, and promoting inclusiveness. Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the organization (Devoe, 1999).
Negative attitudes and

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