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Diversity in the Workplace
Words: 3401 Length: 11 Pages Document Type: Research Paper Paper #: 79290880
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Improving Diversity
Recognizing diversity is one of the most important factors that managers and businesses have to face today (Wong & Chin, 2016). Diversity is a part of the human experience in the global environment that persists virtually in every setting around the world. Diversity is not just a matter of culture, however; it is also a matter of generation. As more and more generations merge in today’s workplace, understanding the differences that set them apart and the ways in which they can most effectively be managed is crucial to successful leadership. This paper will describe the issues and challenges faced by generation X while managing Generation Y, explain how Maslow’s hierarchy of needs theory can be used to improve diversity, and highlight three large U.S. companies at the forefront of effecting change through diversity and inclusion.
Issues and Challenges Faced by Generation X While Managing Generation Y

Darling-Hammond, L. (2015). Want to close the achievement gap? Close the teaching gap. American Educator, 38(4), 14-18.
Gajjar, T., & Okumus, F. (2018). Diversity management: What are the leading hospitality and tourism companies reporting?. Journal of Hospitality Marketing & Management, 27(8), 905-925.
Katz, J. H., & Miller, F. A. (2018). Diversity and Inclusion in OD. OD Practitioner,  50(4), 16-21.
Kruskal, J. B., Patel, A. K., Levine, D., Canon, C. L., Macura, K. J., Allen, B. J., & Meltzer, C. (2018). Fostering diversity and inclusion: a summary of the 2017 intersociety summer conference. Journal of the American College of Radiology, 15(5), 794-802.
Kultalahti, S., & Viitala, R. (2015). Generation Y–challenging clients for HRM?. Journal of Managerial Psychology, 30(1), 101-114.
Logan, N. (2016). The Starbucks Race Together Initiative: Analyzing a public relations campaign with critical race theory. Public Relations Inquiry, 5(1), 93-113.
Wong, N. & Chin, Y. (2016). Issues and Challenges Faced by Generation X While Managing Generation Y. International Journal of Business and Social Science, 7(2), 167-170.

Diversity in the Workplace
Words: 2086 Length: 7 Pages Document Type: Essay Paper #: 82789326
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A diverse workforce consists of individuals from a wide range of cultures, standpoints and background is pivotal. Organizations that generate inclusivity within the workplace setting and hearten success amongst all personnel outperform their rivals. Organizations that embrace and implement diversity have better performances in the market. Statistics indicate that for every 1 percent increase in gender diversity, there is an increase in organizational revenue by 3 percent. Furthermore, greater levels of ethnic diversity result in an increase in revenue generated by almost 15 percent. It is also imperative to note that in the present day, progressively more individuals have become cognizant and 67 percent of lively and inactive job seekers assert that when assessing organizations and job offerings, it is imperative to them that the organization has a diverse workforce. In recent times, companies across the globe are outrivaling and taking more initiative with respect to diversity hiring (McSweeney,…

McSweeney, M. (2016). Companies Around the World that are Embracing Diversity in a Big Way. Social Talent. Retrieved 23 July,2018 from:
Diversity MBA Magazine. (2012). Inclusion & Diversity: Accenture’s Journey Forward. Retrieved 24 July, 2018 from:
Accenture. (2018). Gender Equality Research. Retrieved 23 July, 2018 from:
Accenture. (2018). Inclusion & Diversity. Retrieved 24 July, 2018 from:
Diversity Inc. (2018). Accenture. Retrieved 24 July, 2018 from:

Cultural Diversity at Work
Words: 616 Length: 2 Pages Document Type: Essay Paper #: 41987045
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Cultural Diversity and Motivation
Explain how cultural diversity influences motivation in learning and training, and what you might do to increase the motivation of individuals in a culturally diverse workplace.
While cultural diversity can positively influence a workplace by facilitating respect for other cultures and helping people to develop their awareness of the differences between various peoples all over the planet, it can also present an obstacle for some, if prejudice and bias are present beneath the surface. Sometimes the obstacles do not even have to be that sinister—they can simply stem from misunderstandings and miscommunication between people of different cultural backgrounds. As the Hofstede model of cultural inputs shows, people from different socio-cultural backgrounds will have different approaches to making affirmations, communicating, how gender roles should be filled, and so on (Hofstede, 1980). So in a workplace environment where there is a great deal of cultural diversity, there is…

Hofstede, G. (1980). Culture’s consequences: International differences in work-related values.Beverly Hills, CA: Sage
Holder, A., Jackson, M. A., & Ponterotto, J. G. (2015). Racial microaggression experiences and coping strategies of Black women in corporate leadership. Qualitative Psychology, 2(2), 164.
Riccucci, N. (2018). Managing Diversity In Public Sector Workforces: Essentials Of Public Policy And Administration Series. New York, NY: Routledge.

Diversity and Motivation
Words: 2196 Length: 5 Pages Document Type: Term Paper Paper #: 29801649
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Diversity and Motivation

Human esources Manager of a good company would have an extremely responsible job on his shoulders. He would, in essence, be responsible for the well being of the employees of the company as well as for their efficient working in a manner that would bring profit for the company and not a loss. If he were to neglect his duties, the company would suffer, as would the employees. The success and proper utilization of the tremendous responsibility of the human resources manager lies in his understanding and grasp of the major concerns of the company he is working for, as well as certain management issues that would prove beneficial for the better functioning of the company. The primary concern of the manager of today must be an understanding of 'workplace diversity'.

What is diversity? It is the basic concept that no matter whom you are or what…


Employee Motivation in the Workplace" (2004) Retrieved at Accessed on 12 September, 2004

Employee Rewards" Retrieved at Accessed on 12 September, 2004

Executive Information Systems" Retrieved at  on 12 September, 2004

Improve Your Company Performance" Retrieved at Accessed on 12 September, 2004

Diversity Socialisation for Newcomers
Words: 1587 Length: 5 Pages Document Type: Essay Paper #: 50387244
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Diversity Socialisation for Newcomers
Head of Human Resources
XYZ Investment Limited

Dear Sir,

Re: Diversity Socialisation for Newcomers

The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well as rules and principles pertaining to the organisation. Often, there is little or no attention to workplace diversity issues (Mcmillan-Capehart, 2005; Graybill et al., 2013). This is particularly true for XYZ Investment Limited, a hypothetical investment firm with operations across the U.S. The organisation could be at a considerable disadvantage given that workplace diversity has increasingly become a vital source of competitive advantage for organisations of different sizes and in diverse sectors and industries. Though…

Diversity Audit Proposal
Words: 580 Length: 2 Pages Document Type: Research Proposal Paper #: 42984759
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Diversity Employment at IBM Proposal

Diversity at IBM

Selection of Corporation to Research

Diversity, Inc. recognizes corporations with awards for workplace diversity, where diversity is defined y a numer of characteristics descriing employment for all demographics not included in the group with the highest asolute employment and highest earnings (DiversityInc, 2011a). The fifty top companies for employment, earnings, retention and seniority among other categories are compared across demographic characteristics like race and ethnicity; sex and gender; age; disaility and educational ackground, among others. This proposal selects IBM as case study ecause of the historical leadership that firm has shown implementing equal opportunity in employment, as supported y a review of the literature (elow). IBM promotes its hiring, promotion and retention diversity on its corporate We site (IBM, 2011) and the academic and usiness literature seems to support that assertion.

Building Research Methodology from Precedent

DiversityInc's We page "Methodology" descries their…

bibliography justifies selection for supporting, justifying and providing precedent for research

Diversity in the Workplace
Words: 3815 Length: 12 Pages Document Type: Literature Review Paper #: 20076138
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Diversity in the Workplace

The increase in globalization has resulted in greater levels of interaction of individuals from diverse cultures and beliefs than ever before in the history of the world. As noted in the work of Green, Lopez, Wysocki and Kepner (2002) "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." (p.1) Diversity is defined as "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." (University of California, San Francisco, 2012, p.1)

Challenges, arriers, and enefits to Workplace Diversity

The Multicultural Advantage website reports that there are specific barriers and challenges to workplace diversity and that these are inclusive of: (1) communication; (2) resistance to change; (3) Implementation of diversity in the workplace policies;…


1. A Diverse Workforce Is Integral to a Strong Economy. Center for American Progress. Retrieved from: 

2. Andrade, R. And Rivera, A. (2012) Developing a Diversity-Patent Workforce: The UA Libraries' Experience. Journal of Library Administration. 51:7-8, 692-727

3. Best Practices in Achieving Workforce Diversity (2010) U.S. Department of Commerce. Retrieved from: 

4. DuPont, K. (1999) Handling Diversity in the Workplace; Communication is the Key. American Media, Inc. Retrieved from:

Diversity and Individual Differences in
Words: 2536 Length: 8 Pages Document Type: Term Paper Paper #: 24914901
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In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy.

To do this, it is suggested by HR Magazine (2005) to focus on the skills needed to do the job rather than a specific personality type to "fit in" with the company culture. If the company is to diversify and grow - issues that are important to the small or medium business - it is important to change paradigms and widen perceptions in terms of race, religion and culture.

The Quest for Equality (within organizations)

Equality is perhaps the greatest and most long-standing quest of…


Diverse Strategies, Inc. (2004). "Corporate Culture and Diversity."

Hartenian, Linda S. (2000, Dec.). "Cultural Diversity in small business: implications for firm performance." Journal of Developmental Entrepreneurship. Online Database:

HR Magazine (2005, Feb.). "Making Diversity Work: 7 steps for defeating bias in the workplace." Online Database:

Lockwood, Nancy R. (2005, Jun). "Workplace Diversity: Leveraging the power of difference for competitive advantage." HR Magazine. Online Database:

Diversity Pros and Cons Diversity
Words: 992 Length: 3 Pages Document Type: Term Paper Paper #: 27226731
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And more women and people with disabilities will be on the job." (Cited on "Building and Maintaining a Diverse and High Quality orkforce," 2000, Diversity Guide Homepage)


The difficulties of creating a diverse workforce in proportion to the larger population should not be underestimated, however necessary a more representational workforce may be. First there is the question of what 'America' is the workplace mirroring -- that of the regional population, if it is a small company, or that of the international community that a multibillion dollar enterprise strives to serve? Proportional representation must be judged in relation to the type of company, its outreach, and the pool of available competent workers.

Secondly, a highly diverse environment may undercut the benefits of a cohesive organizational culture, if steps are not taken to continue to create a sense of common purpose. Thirdly, too strictly relying upon proportionality can result in hiring…

Works Cited

Michael Boyd. (2006) "Achieving Diversity in the Workforce." CIO Magazine. Retrieved 12 Aug 2006 at 

Building and Maintaining a Diverse and High Quality Workforce." (25 Jun 2000) Diversity Guide Homepage. Retrieved 12 Aug 2006 at 

Melissa Lauber. (1998) "Studies show Diversity in the Workplace is Profitable." Retrieved 12 Aug 2006 at 

Wentling, R.M. & N. Palma-Rivas. "Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspectives." MDS-1082 Study. Retrieved 12 Aug 2006 at

Diversity as Strategy
Words: 708 Length: 2 Pages Document Type: Case Study Paper #: 58125031
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Diversity as Strategy: IBM

There are some companies that are more committed to diversity than others. IBM is one of those companies. In 1995, IBM created task forces specifically designed to work with diverse individuals and to help the company relate to different kinds of customers - and to its own workforce. The eight IBM task forces created represented the following constituencies: Native Americans, blacks, women, white men, people with disabilities, Asian, GLBT, and Hispanics (Canas & Sondak, 2011). Each task force was asked to work together and give advice and information to IBM about what the company could do better internally and externally to retain customers and employees.

The task forces were to report back six months later (Canas & Sondak, 2011). Even though they were only required to be active for that six-month time frame, they are still in existence today because they worked so well and they…


Canas, K.A. & Sondak, H. (2011). Case study: Diversity as strategy. Chapter 3: Diversity management as systemic. Part 1: Uncovering the complexities of workplace diversity. Opportunities and Challenges of Workplace Diversity (2nd ed.). New York, NY: Prentice Hall

Walck, C.L. (1995). Editor's introduction: Diverse approaches to managing diversity. Journal of Applied Behavioral Science, (31), 119-123.

Diversity of All the Challenges
Words: 360 Length: 1 Pages Document Type: Term Paper Paper #: 1128243
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This helps individuals to feel as if they do not have to choose between being good parents or good employees. It gives them personal places to connect with their families and areas to de-stress and reinvigorate their minds and body over the course of the workday. Also, incorporating education about different cultures and attitudes is another effective strategy for management. This can increase the ability for work not to simply seem like work, but to be invigorating for the individual's mind and life development. On a macro level, workplace education helps the corporate organization create better employees and better teams, and also may even help with their global strategy. For example, a Japanese-American woman who can discuss, during a sensitivity training session, her parent's different attitudes to aging, health, and medicine, and gender relations might give ideas to an advertising team later on how to pitch a new product to…

Diversity and Culture for Any Organization With
Words: 803 Length: 2 Pages Document Type: Essay Paper #: 67723875
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Diversity and Culture

For any organization with the entire globe as its marketplace, the relevance of having a common understanding of culture, beliefs and values cannot be overstated. This is more so the case given that what might work in one country may not work in another. In this text, I come up with a concise definition of diversity. Further, I will amongst other things also discuss the various ways in which an organization can establish a performance culture with an aim of enhancing its chances of achieving organizational goals and objectives.

Diversity: A Concise Definition

For the last two or so decades, gender and race have according to Griffin and Moorhead (2011) been regarded the primary dimensions of diversity most particularly in the U.S. However, as the authors point out, the issues entailed in diversity are broader than this. In basic terms, diversity does not have an assigned definition.…


Daft, R.L. (2009). Organization Theory and Design (10th ed.). Mason, OH: Cengage Learning.

Griffin, R.W. & Moorhead, G. (2011). Organizational Behavior: Managing People and Organizations (10th ed.). Mason, OH: Cengage Learning.

Diversity in the Workplace
Words: 1319 Length: 5 Pages Document Type: Term Paper Paper #: 75027048
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diversity in the workplace and how it affects those who work at the company. The writer explores the different diverse populations such as gender, age, race and personalities and discusses the problems and benefits of such diversity. The writer also discusses solutions to various problems that may arise.

As the world continues the process of globalization workplace diversity is becoming more and more common. The world will only become grayer as cultural and geographical walls are dismantled and in their place a blended society will emerge. The diversity in the workplace is something that has been addressed in seminars and theory classes for many years but the actuality of its existence on a day-to-day basis is something that is fraught with benefits as well as negatives. Diversity in the workplace can be a positive aspect for any company if it is cultivated as a positive aspect, or it can turn…


Robert M. Roen, Q&A: Defining Workplace Diversity., EEO BiMonthly, Equal Employment Opportunity Career Journal, 02-28-1995, pp PG.

Watkins, Ed, The greening of diversity. (workplace diversity in hotel industry). Vol. 54, Lodging Hospitality, 08-01-1998, pp 10(1).

Johnson, Nancy Brown, Understanding the impact of human resource diversity practices on firm performance., Journal of Managerial Issues, 07-01-2001, pp 177.

Diversity Workplace Religio Annotated Bibliography Borstorff P
Words: 499 Length: 2 Pages Document Type: Essay Paper #: 85347274
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Diversity Workplace religio

Annotated Biliography

Borstorff, P., Arlington, K. (2010). The Perils of Religious Accommodation: Employees' Perceptions. Proceedings of the Academy of Legal, Ethical and Regulatory Issues, 14 (1), 1-6.

The Perils of Religious Accommodation: Employees' Perceptions attempts to analyze, and to a certain degree to quantify, the effectiveness of employers in the workplace in their allowance for differences in faith in terms of religious oservance for their employees. The primary methodology for this particular source was to conduct a voluntary, confidential online survey of 80 people with gainful employment to determine their opinions aout the effectiveness of their varying employers' work-related policies regarding religion. Significantly, the majority of those surveyed (83%) were of Christian faith. Findings revealed that employers are not doing enough to accommodate for the differences in religion found in a country (U.S.A) with increasing levels of immigration and religious diversity. Approximately half of the respondents indicated…

bibliography include discerning exactly which information is important enough to be included in the summary, and which of it should be overlooked. It is also difficult to include concepts without directly quoting or including a reference to the source. However, it should be noted that the value in such bibliographies is that they offer succinct summaries of information which correlates to a larger research project. The greatest challenge in undertaking such an assignment, however, is in the condensing of an entire journal article's worth of information, outlooks, recommendations and study methods, into a single paragraph.

Workplace Behavior and Improvements
Words: 830 Length: 2 Pages Document Type: Essay Paper #: 17698642
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Professional Demeanor and Interaction Skills are the best

While human physiology's high receptiveness to positive socializing is an established fact, this discovery's significance in the organizational context has remained largely unexamined. I can cite two personal examples in a corporate setting (dealing with meeting and socialization practices) for demonstrating the way the relationship between physiology and positive socializing facilitates fresh hypothesizing with regard to the impact of organizational contexts (practice patterns, in this instance) on physiological resourcefulness of personnel via positive socializing. For instance, some firms' socialization endeavors take the form of routine rotation of employees across different departments (EMILY D. HEAPHY & JANE E. DUTTON, 2008).

Interactions at the workplace have an effect on energy levels both in the home environment and at work; furthermore, they shape healthy behaviors. Scholars who have analyzed this aspect have found that their study participants are less patient, tolerant, and inclined to complete…

Workplace Dispute and Resolution
Words: 932 Length: 3 Pages Document Type: Term Paper Paper #: 91597433
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marketplace, employers recognize that success requires attracting a talented workforce. Talent comes from all sources. Doing more than simply accommodating changing demographics, successful organizations have come to value the contributions that people from differing backgrounds bring to the workplace. To recruit and maintain a diverse workforce, an employer must have a plan for creating a work environment that makes all of its employees feel welcome."

In corporate settings, demographics of the organization play a large part in the workings of that organization.

Large corporate settings by and large indicate hierarchies and bureaucracy and, in many cases, people within the organization can feel that their diverse viewpoints, needs and backgrounds are stifled or simply not heard.

Also, problems of stereotyping, sexism, racism, and lack of upward mobility are problems that affect many members of a diverse workforce.

These problems often breed inefficiency in the workplace and at times, workplace conflict.


Managing Team Conflict." December 21, 2002.

Team Building Workshop" December 22, 2002. .

Diversity Initiatives for the Workplace, ..

Diversity Goes Beyond Demographics and
Words: 832 Length: 3 Pages Document Type: Thesis Paper #: 96571299
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The second is the business perspective, based on the idea that diversity is beneficial to the firm. Under this perspective, demographic criteria are a proxy for concepts such as different values and belief systems. Businesses benefit from hiring more minorities not because the office looks more balanced, but because minorities offer different perspectives and ideas.

The third research question was "What role does culture play in the definition of diversity?" This is a fairly subjective question. It could be answered on the basis of the literature review, but is not addressed in the survey. The business perspective as noted in the discussion of RQ2 would imply that culture is important. To answer this question properly, however, either study of academic literature (HR journals, sociology journals or management journals) could be conducted, or businesses could be studied/HR practitioners interviewed.

The fourth research question was "Why are women, blacks, Asians, Hispanics, and…

Expanding Diversity Consciousness
Words: 3776 Length: 12 Pages Document Type: Research Paper Paper #: 64229539
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Diversity Consciousness

Expanding Diversity Consciousness

Diversity can be viewed in many ways and it can be experienced in both outer and inner phenomena. We find that diversity of people is present in our dreams, feelings, states, religions, thoughts, ethnicities, ages, political views, sexual orientations and physical abilities. A life can become more sustainable and richer through these differences. We all know that there is not one kind of vegetable, person or point-of-view. In simple words diversity can be defined as a welcoming attitude and an integration of diverse people and elements. This research paper is based on learning, identifying and evaluating diversity practices in any place. I want to explore how the environment and places help people to create and compare their intended purposes.

Expanding Diversity Consciousness


Every state or a country has some ethnic minorities. These minorities are basically the groups that differ in their language, religion or…


Bestelmeyer, B.T., Miller, J.R., & Wiens, J.A. (2007). Applying Species Diversity Theory to Land Management. Ecological Applications, 13, 1750-1761.

Cox, T., & Nkomo, S.M. (1990). Invisible men and women: a status report on race as a variable in organization behavior research. Journal of Organizational Behavior, 11, 419-431.

Harrison, D.A., Price, K.H., & Bell, M.P. (1998). Beyond relational demography: time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41, 96-107.

Janofsky, M. (2005). Gay Rights Battlefields Spread to Public Schools. Retrieved July 21, 2012, from

Rethinking Diversity in Public Organizations
Words: 723 Length: 2 Pages Document Type: Essay Paper #: 79661067
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Diversity in the Workplace

With globalization, different people ascribing to different cultures have crossed national borders in search of greener pastures. Similarly, multinational companies have expanded their operations across different countries bring about issues of cultural diversity in the workplace. While diversity brings about increased efficiency due to the expertise and varied methods of pursuing tasks, diversity may result into numerous challenges such as culture shock and disagreements. The following study endeavors to discuss how diversity in the workplace is related to and might be promoted to democracy.

Estlund (2003) posits that the workplace is an important site for the creation and maintenance of social capital and networks of trust and norms that aid people to pursue shared objectives. The workplace is an essential avenue establishing social connections across typical divisions of gender and race. With increased emigration, different people from different family, cultural, and religious backgrounds are increasingly working…


Levine, D. (2003). "The Ideal of Diversity in Organizations." The American Review of Public Administration, 33 (3): 278-294

Selden, S. And Selden, F. (2001). "Rethinking diversity in public organizations for the 21st Century: Moving toward a multicultural model." Administration & Society, 33 (3): 303-329

Cheney, G. (1995). "Democracy in the Workplace: Theory and Practice from the Perspective of Communication." Journal of Applied Communication, vol. 23: 167-200

Estlund, C. (2003). "Working together: How workplace bonds strengthen a diverse democracy." New York: Oxford University Press Inc.

Diversity Is the Blending of
Words: 755 Length: 2 Pages Document Type: Essay Paper #: 15375106
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7) Ensure that appropriate accommodations are made for disabled applicants. 8) Know your own biases, including what stereotypes you have of people from different groups and how well they may perform on the job, what communication styles you prefer, and acknowledge that what one may consider to be appropriate or desirable qualities in a candidate may reflect more about personal preferences than about the skills needed to perform the job (UCSF, NDI).

In order to facilitate tolerance in the workplace organizations should institute programs related to diversity training for both employees and managers. These programs should focus on raising awareness of the current demographics in the organization as well as the community and the industry. Sometimes it may be necessary to institute a policy of affirmative action. Affirmative action focuses on specific groups of historical discrimination and emphasizes legal necessity and social responsibility. Organizations face enormous responsibilities for helping women,…


Bear, J.B., & Woolley, a.W. (2011, June). The role of gender in team collaboration and performance. Interdisciplanary science reviews. Vol. 36, Issue 2, 146-153. Retrieved February 26, 2012, from

Jonas, M. (2007, August 5) the downside of diversity. The New York times. Retrieved February 26, 2012, from 

Kurtz, D.L. (2010). Contemporary business. 13th Ed. Hoboken, NJ: John Wiley & Sons Inc.

UCSF. (NDI) Chapter 12: Managing diversity in the workplace. Guide to managing human resources. University of California, San Fransico. Retrieved February 26, 2012, from

Diversity in Organizations if We Are to
Words: 1007 Length: 3 Pages Document Type: Essay Paper #: 84854606
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Diversity in Organizations

If we are to successfully change organizational members' attitudes and perceptions toward people from cultural groups other than their own, then we must start by examining how to effect that change so that it is implemented through all four layers of diversity. The approach that this paper discusses is based on the following model:

Individual Behaviors -- Group Behaviors -- Organizational Behaviors

This paper analyzes results of diversity training studies and provides direction as to the optimum approach to modifying the diversity climate within an organization.

A Time magazine article reported on the efforts of researchers who sifted through decades of federal employment statistics provided by companies (Cullen, 2007). Their analysis showed that there was no real change in the number of women and minority managers after companies began diversity training. When the study results are analyzed more closely, one finds that how well companies promoted a…

Reference List

Cullen, L.T. (2007). Employee Diversity Training Doesn't Work, Time. Retrieved from,9171,1615183,00.html 

Vedantam, S. (2008, January). Most Diversity Training Ineffective, Study Finds. The Washington Post. Retrieved from 

Scheide, C. (2010, July). How to Develop a Diversity Program, eHow. Retrieved from

Williams, S. How to Develop a Diversity Training Program, eHow. Retrieved on 3/26/2011 from

Diversity Cultural and Individual Diversity
Words: 1510 Length: 4 Pages Document Type: Essay Paper #: 41505131
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Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. etrieved March 27, 2009, from Questia database:

Business Case for Diversity. etrieved March 27, 2009, from

Clarke, .D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise, 36, 38. etrieved March 29, 2009, from Questia database:

Hicks, D.A. (2003). eligion and the Workplace: Pluralism, Spirituality, Leadership. Cambridge, England: Cambridge University Press. etrieved March 29, 2009, from Questia database:

Madden, ussell SHATTEING THE GLASS CEILING. etrieved March 29,

2009, from

Mor Barak, M.E. (2000). The Inclusive Workplace: An Ecosystems Approach to Diversity Management. Social Work, 45(4), 339. etrieved March 29, 2009, from Questia database:

Stretch, J.J. (2006). Managing Diversity: Toward a…


Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. Retrieved March 27, 2009, from Questia database:  

Diversity Consciousness
Words: 1563 Length: 5 Pages Document Type: Essay Paper #: 96144853
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Diversity Consciousness

Personal Growth

My reasons for taking this course include personal interest in diversity issues and especially in how diversity impacts social justice.

My diversity awareness has improved significantly after taking this course. The biggest impact the course has had is on opening my eyes to social injustices that continue to occur in the United States. I am more aware of both the causes and effects of injustice, and am more aware of the ways we can improve the society. I have also become aware of different types of diversity, including sexual orientation, gender, socio-economic class, and culture.

My diversity understanding has improved immeasurably. I understand the way a lack of diversity can harm an organization, as it is less capable of making sensible decisions. I also understand that diversity has a positive impact on all types of societies and organizations because people need to be exposed to different…


"Benefits of a Diverse Workplace," (n.d.). One Workplace Equal Rights. Retrieved online:

Green, K.A., Lopez, M., Wysocki, A. & Kepner, K. (2012). Diversity in the workplace. EDIS. Retrieved online:

Mayhew, R. (n.d.). Communication and diversity in the workplace. Houston Chronicle. Retrieved online: /communication-diversity-workplace-11389.html

Phillips, K. (2009). Diversity helps your business: But not the way you think. Forbes. Retrieved online:  

Diversity Health Care Observation of Diversity in
Words: 580 Length: 2 Pages Document Type: Essay Paper #: 69855724
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Diversity Health Care


Does the healthcare workforce reflect the faces of the community they serve?

The health care workforce is now beginning to reflect the faces of the communities in which they serve. Natural demographic changes in the United States make it necessary for the communities to reflect the changes in the underlying demographics. Hispanics are now the fastest growing population within the United States with nearly 37% of these individuals under the age of 18. The communities, in which the healthcare workforce interacts with, will undoubtedly change to reflect this demographic. Asian-Americans and African-American are also growing at a rapid interval. However, the changes have occurred in upper level management which reflects the changes in demographic composition. In addition, many of the lower level positions reflect the changes occurring in the broad macro level environment.

Is there diversity in the management team?


Diversity Education Corporate
Words: 1003 Length: 3 Pages Document Type: Term Paper Paper #: 16176232
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Diversity Education

The American workplace has become increasingly diverse, a reflection of the American urban environment. Diversity training serves a few different purposes in organizations. The first is that it promotes an atmosphere of tolerance in the company, but many scholars have also made a business case for diversity. Some earlier writings on the subject outlined that diversity training helps to resolve internal conflict, improve communication flows within the company, align the company better with its market, and can also help improve organizational creativity by introducing new ideas to organizations (Cox & Blake, 1991). Later writers noted that the effects of diversity were complex, something that should be reflected in the way that the organization trains for diversity (Milliken & Martins, 1996).

As awareness of diversity grows, and the case for diversity training increases, it is evident that more companies are including a diversity component in their training programs. Initially,…


Anand, R. & Winters, M. (2008). A retrospective view of corporate diversity training from 1964 to present. Academy of Management Learning & Education. Vol. 7 (3) 356-372.

Cox, T. & Blake, M. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive. Vol. 5 (3) 45-56.

Milliken, F. & Martens, L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review. Vol. 21 (2) 402-433.

Swoyer, C. (2003). Relativism. Stanford Encyclopedia of Philosophy. Retrieved November 23, 2014 from

Diversity What Is Diversity The Term Diversity
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What is Diversity?

The term diversity refers to the combination of ethnicities, cultures, genders and ages within a large or small group of individuals.

List and discuss the six areas that Cox and Blake proposed as reasons for valuing diversity. What other reasons for valuing diversity can be added to this list?

Cost -- The failure to effectively diversify an organization's human resources almost always comes with substantial costs. Most often, minorities are overlooked in the workplace and become highly dissatisfied in their positions; thus causing high turnover rates.

Resource Acquisition -- Knowing that members of cultural minorities represent growing segments of the labor force, it is important for firms to effective consider and subsequently acquire these valuable resources.

Marketing -- An organization's capacity to appreciate its diverse workforce will directly carry over into marketing efforts to diverse consumer groups.

Creativity and Problem Solving -- People from different cultural…

Diversity in Healthcare A Synopsis
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Barak concludes by suggesting that the issue and concept of diversity take on a "special urgency" in human service healthcare organizations among the organization as a whole and staff, and that the organization review its quality of service and commitment to the community in order to truly impact the lives of diverse populations.

Managing Diversity: Best Practices

H Management often works off of the ideals of 'best practices.' This concept is discussed in the next article, "Managing the Diversity evolution: Best Practices for the 21st Century Business." Aronson takes a more general approach to diversity but one that can be applied directly to the healthcare industry nonetheless. Aronson points out many of the trends previously identified with regard to diversity problems in the nation's business climate as a whole. In particular the author points out that diversity issues may stem from a number of causes including cultural differences and systematic…


Aronson, D. (2002). "Managing diversity revolution: Best practices for the 21st century."

Civil Rights Journal, 6(1):46

Barak, M.E.M. (2000). "The inclusive workplace: An ecosystems approach to diversity

Management." Social Work, 45(4):339

Diversity and Demographics Critical Factors
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Thus it is important that diversity initiatives focus on these differences and help individuals understand one another's perspectives in order to maximize understanding and facilitate positive interactions in the workplace.

There are also many stereotypes that exist with regard to gender. There are those for example that believe that men are 'natural leaders' because they are more likely to exhibit traits including aggression and assertiveness. However most of these traits may be attributed more to gender stereotyping rather than the actual ability of a man or a woman to be an effective leader (Essed & Gircour, 1996).

It is vital that a diversity program incorporate a wide range of training mechanisms that help individuals overcome the gender roles that they might feel they are 'assigned' so that there true 'colors' may come out and they can excel as much as possible on a personal and a professional level.

Value and…


Barrick, M.R., Higgins, C.A., Judge, T.A. & Thoresen, C.J. (1999). "The big five personality traits, general mental ability and career success across the life span." Personnel Psychology, 52(3): 621

Essed, P. & Gircour, R. (1996). "Diversity: Gender, color and culture." Amherst:

James, E.H. & Murrell, a.J. (2001). "Gender and diversity in organizations: Past, present and future directions." Sex Roles: A Journal of Research

Klimely, a. (1997). "Diversity programs: Coming of age." Black Enterprise, 27(12):115

Diversity We Live in a World Full
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We live in a world full of diverse people, and all these diverse people interact with each other. Most of the time, the differences between two people don't really matter much: it does not matter whether the person who checks out your groceries is gay or straight, black or white, male or female. However, in the classroom and the workplace, differences may complicate interactions some, leading to confusion or even arguments (Mendelson & Mendelson, 1998).

In the workplace, people tend to hold stereotypes regarding their co-workers based on all sorts of things: sexual identification, ethnicity, education, socio-economic status. While some of this may be prejudice, there are legitimate differences between groups of people. One easily spotted difference involves ethnicity. A person's ethnicity will affect personality. A person with strong Asian influence may resist answering know when someone makes a request. However, people should keep in mind that a wide…


Mendelson, Jack L., and Mendelson, C. Dianne. 1998. "An action plan to improve difficult communication (promoting diversity in the workplace)." HR Magazine, Oct.

National Apartment Association (NAA). 2004. "Diversity in the workplace: Equity Residential is on a mission." Units, Jan. 12.

Neale, Margaret A. 1999. "Why Differences Make a Difference: A Field Study of Diversity, Conflict, and Performance in Workgroups." Administrative Science Quarterly, Dec.

Diversity and Ethics Reporting Systems
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Diversity and Ethics Reporting Systems

Diversity Management and Discrimination Issues at Work

Enhanced globalization and immigration, which occurs for economic and socio-political reasons, has led to the development of multicultural societies across the globe. Today, many nations and workplaces have employees from diverse backgrounds. More often than not, cultural differences as well as other inherent differences such as gender often lead to stereotyping, categorization, and labeling; which set precedence for discrimination at the workplace (Appleby, 2007). In basic terms, workplace discrimination denotes unfair differential or unequal treatment of employees based on their differences in gender, nationality, religion, age, sexual orientation, ethnicity, or disability (Collins, 2012).

Gender discrimination issues are part of the discriminatory issues that arise out of gender differences or special gender-related issues such as pregnancy. It denotes the unequal treatment of employees based on their gender. Examples of issues that often arise in relation to this form of…

Diversity Issues in Human Resources
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If the right employee is chosen then the knowledge that they gain while abroad can be a valuable asset when they return home. They develop an intimate relationship with a different market than the parent company. This knowledge can help the parent company expand to meet the needs of a more diverse group of clients. There have not been many studies in this area at all. This study has a strong theoretical background based on a synthesis of existing knowledge in the field. It focuses on recent peer reviewed articles as the basis for its constructs. The study found that in order for repatriate knowledge to be useful, the company had to first have a sound knowledge management system in place. In addition, it had to have a strong multicultural knowledge management. This study used a study group of 16 expatriate employees to draw its conclusions.

The study focused on…

Selden, S. (2005). Human Resource Management in American Counties, 2002. Public Personnel Management.34 (1), 59-90.

Many studies in human resource management have focused on the federal and state level. This study was unique in that it focused on the county level. It focused on county government issues rather than those dealing with the private sector. The study focused on structural and political changes. The purposes of the study were to provide data that could be extrapolated to the general population in America. However, it focused on Los Angeles and surrounding counties. This area has a unique political, social and economic landscape. However, the uniqueness of this area was not addressed by the study. This data is only applicable to areas that are identical, or substantially similar to the counties in the study. It does examine some of the topics and concerns that could effect county governments in the rest of the country, but further examination of these areas would have to be conducted to determine their similarities and differences to the counties examined in this study. It is useful to this research because it does bring to light several issues that might be of concern in other areas of the country as well. However, extrapolating the data from this study alone would lead to skewed conclusions about the other county.

This study found that there are several barriers to county governments that place a damper on their ability to function as efficiently as possible. One of the key constraints is a tight labor market. Other factors that effect the ability to operate effectively are uncompetitive county salaries, budget constraints, procedural constraints, residency requirements, slow hiring processes, background checks and collective bargaining agreements. Many of these factors would apply to any county government and would result in similar difficulties. However, the key complaint about this study is that it failed to recognize differences in counties. For instance, Los Angeles County has a high population center. This type of county could not be compared to a rural county with a significantly lower population and different industry profile. This was an excellent study on counties in Southern California counties, but is cannot be applied to all counties in America, as the title implies. Diversity in County government was higher than in other counties around the country. This was another factor that cannot be extrapolated to other parts of the country.

Diversity Has Become a Hot
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Finding a common ground among all in the group is a positive and productive approach.

In dealing with attitudes and/or behaviors when designing a diversity training program, an effective approach is to start with a clear statement of goals and/or values. For example, "Participants have an absolute right to state how they see things, in complete safety, so long as boundaries for good taste are reasonably observed" (Karp et al., 2000). It is important to validate people's values and then move on to looking at the specific behaviors that cause pain and problems within individuals.

hat's being said and how it's being said is very important to keep in mind when developing the curriculum for the diversity training program. At the beginning of the program, the trainer states their intentions of the program and asks that participants refer to the diverse issues that come up, during the session, with the…

Works Cited

Fisher, Anne. "How You Can Do Better on Diversity." Fortune 15 Nov. 2004: 150.10.

Karp, H.B. & Sammour, Hael Y. "Workforce Diversity: Choices in Diversity Training Programs & Dealing with Resistance to Diversity." College Student Journal 34.3 (2000): 1-8.

Rodriguez, Alicia. "A Diversified Workforce Fosters a Climate of Innovation." Florida Diversity. 2004. Infosoft Group, Inc. 7 May 2005 .

Scully, Maureen, and Rowe, Mary. "Helping Bystanders take Responsibility for Diversity." Diversity Central. 2005. Diversity Hotwire. 7 May 2005

Diversity in Multicultural Business Globalization
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Companies will need to look at regional and national differences, and draw on the similarities between countries to enhance their competitive advantages (Powell, 2005). It is clear that as company, like WTI grows globally, they will benefit from a multicultural workforce. They must put managerial, educational, and cultural proactiveness in place, which will not only improve their opportunities for greater worldwide competition, but by bringing establishing a multicultural workforce, they also improve the interrelationships between their employees. Employees who do this, learn to communicate and other points-of-view and opinions. By doing this WTI, and other large companies, poise themselves to become successful in the emerging globalize culture of the 21st century.

Using Innovative Human Resource Techniques to Manage Diversity - Human resource management, whether specifically titles or not, has been a part of any organization's management since groups banded together for specific tasks. Ancient armies, projects, and even educational and…

Figure 2 -- Simple life cycle utilizing eHRM for employee (Armstron, 2006; Boudreau).

Thus, this simple figure shows that starting with the potential employee's entry of their resume into the electronic system, how the data begins to manage itself and becomes available to those who need it most. Employees and managers all have access to the data, and the employee can update the resume when new skills are acquired, apply for internal jobs by simply sending a note to the manager, manage their payroll, sick-leave, vacation, and retirement data, and work with their own professionals to plan and execute their career.

For managers, the system focuses on skill management and the ability for individual managers to do skill-based strategic planning and what if scenarios without the need to access hundreds of man-hours of time from another department. The manager can quickly see both who within the organization, and on resumes on file, might have a particular desire or skill set which the company is in need of. For the employee

Diversity Verizon Made Diversity Inc 's
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2) Verizon's commitment to diversity meets the needs of America's changing demographics. Visible minority groups are becoming an increasingly large portion of the population, to the point where in some border states certain groups are projected to be the largest ethnic group in the coming years and decades.

In the face of such demographic shifts, a diverse workforce can be a powerful tool for sustainable competitive advantage. It captures a greater share of an underutilized source of talent. For example, Diversity Inc.'s top 50 employs 17% of college-educated blacks, Asians, Latinos and Native Americans, despite only employing 5% of the nation's workforce. This in turn acts as a draw for future graduates from these groups, as well as for non-graduates. Verizon's customer base cuts across all lines of race and gender, and having such a diverse workforce allows for them to better understand their customers, and thus better meet their…

Works Cited

Editors of Diversity Inc. April 2, 2008. The 2008 DiversityInc Top 50 Companies for Diversity.

Henry, Pamela K. Diversity and the Bottom Line: Prospering in the Global Economy. Turn Key Press. Austin.

Diversity in the Workplace Given
Words: 491 Length: 2 Pages Document Type: Essay Paper #: 2197899
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Cox models have be used by many organizations to deal with conflict resolution issues, including those with diverse populations. In Cox analysis, the change model for work on company diversity has provided an effective approach to establishing and maintaining diversity in workplaces. hen we review this issue, leadership is the key aspect here because this situation raises core questions about the company leadership's philosophy, vision, strategy and integration. Leadership in such situations has been found to be critical in guiding organizations during times of social change, especially with regard to dealing with diverse populations in work places. In such situations, sensitivity training has been successful if combined with a cost benefits analysis. hile it might be "nice" to treat people with respect, it has statistically been proven that such efforts are enhanced when employee stakeholders find that the issue impacts their own bottom lines. They, they have a personal stake…

Works Cited

Cox, Taylor. (1991). The multicultural organization. Academy of Executive Management, 5 (2), 37-47.

Facts about discrimination based on sexual orientation. (2011).

Retrieved from .

Diversity the First Step in Creating Diversity
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The first step in creating diversity plan is to devise a strategy for the plan. It is necessary that the plan be devised with specific objectives in mind, and importantly that those objectives align with the organization' overall strategy.

The second step in creating a diversity plan is to understand the state of diversity in the workplace today. It is important to understand where the organization is today, in order to draw a pathway to get from that point to a new point defined in Step One. This involves taking a diversity audit of the company, which will help to illustrate some of the demographics, for example. It is also worth investigating what the prevailing attitudes are of people within the organization, and also it is necessary to understand what issues may have arisen in the past. This audit will also allow for step three.

Step three is the…

Works Cited:

Boatwright, W. (2006) Diversity in the workplace. NIQCA. Retrieved Apr 23, 2013 from 

Hyter, M. (2004). Ten elements for creating a world-class corporate diversity and inclusion program. Novations Group. Retrieved Apr 23, 2013 from

Diversity Issues in Schools That
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According to these authorities, "Workplace stressors often have detrimental effects on faculty job satisfaction and may lead to decisions to leave the institution or to leave higher education entirely. Although some degree of turnover is inevitable and perhaps desirable, high rates of faculty turnover can be costly to the reputation of an institution and to the quality of instruction" (p. 776). In many cases, the very faculty members that are adversely affected in this fashion are those the school district can least afford to lose, with a concomitant negative effect on those teachers who remain: "Too often the faculty who leave are those the institution would prefer to retain. Additional negative consequences of faculty turnover include costs for recruiting replacements, reduced integration within the academic department, disruption of course offerings, and diminished morale among those employees who remain in the organization" (Daly & Dee, p. 777).

In reality, the outcomes…


Aper, J.P. & Fry, J.E. (2003). Post-tenure review at graduate institutions in the United States: Recommendations and reality. Journal of Higher Education, 74(3), 241.

Becton, J.B. & Schraeder, M. (2004). Participant input into rater selection: Potential effects on the quality and acceptance of ratings in the context of 360-degree feedback. Public Personnel Management, 33(1), 23.

Broadnax, W.D. (2000). Diversity and affirmative action in public service. Boulder, CO: Westview Press.

Brownell, M.T., Ross, D.D., Colon, E.P., & Mccallum, C.L. (2005). Critical features of special education teacher preparation: A comparison with general teacher education. Journal of Special Education, 38(4), 242.

Diversity Proposal Consideration Ethics Diversity Proposal Choose
Words: 616 Length: 2 Pages Document Type: Essay Paper #: 31948552
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Diversity Proposal

Consideration Ethics Diversity Proposal Choose ethical considerations diversity considerations affecting division. Write a proposal HR director. Provide details considerations. Justify important strategic HRM planning process.

Two ethics proposals: Diversity consideration

This organization is an EEOC-compliant employer and strives to incorporate diversity into its hiring practices and general worldview. Diversity is an important, stated goal for the organization and is a factor that is taken under consideration when making hiring decisions. The organization takes an active role in recruiting from colleges with substantial minority populations and its promotional literature paints an inclusive portrait of the organization, visually and verbally.

However, one problem with our organization is that while it has a strong record in recruiting minority candidates, it is lacking in terms of its capacity to retain them. This means at the upper levels of management, minority candidates are not represented in the corporate hierarchy. This creates, to some…

Diversity Over the Last Several
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In the case of the aby oomers, they represent 76 million people. (Reeves, 2005) For many organizations, this is troubling, as they have no way of being able to replace the loss of talent that they are facing. When the workforce is more diverse, these kinds of effects are not as big of an issue, as the company can be able to hire new employees to replace those who are retiring. This will allow the business to be able to adapt, to the different challenges from the retirement of aby oomer employees. As those organizations that embrace diversity, will continue to innovate when many of their key competitors, are losing talented employees to retirement.

Clearly, those companies that can be able to embrace diversity in the workplace will be able to respond to various changes that are taking place, because of globalization. Where, the competitive pressures have become so extreme…


Diversity. (2010). Coca Cola. Retrieved from: 

Mason, A. (2009). The Future of Jobs in America. CBS News. Retrieved from: 

Reeves, S. (2005). An Aging Workforce Effects. Forbes. Retrieved from: /2005/09/28/career-babyboomer-work-cx_sr_0929bizbasics.html

Diversity Inclusion One of the Greatest Challenges
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Diversity Inclusion

One of the greatest challenges in education today is the fact that the basic demographic of the average student body has changed significantly over the last decades. This poses challenges not only in terms of cultural programs and inclusion, but also in terms of intellectual abilities and background. This is particularly the case in tertiary education. In most cases today, students come from many different backgrounds in terms of schooling and level of education. This poses challenges in terms of preparing students for the rigors of tertiary academic work. In addition to this and the great variety of cultural backgrounds represented on United States campuses today, there is also the challenge of preparing students for the world of work. Most workplaces today require some level of tertiary education. It is simply impossible to handle the rapid developments in terms of technology today without some sort of post-secondary qualification.…


ACPA and NASPA (2010, Jul. 24). Professional Competency Areas for Student Affairs Practitioners. Retrieved from: 

Prescott, B.T. (2012, Oct. 4). What Demographic Changes Mean for Colleges and Counselors. The Chronicle of Higher Education. Retrieved from:

Diversity and Environment
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Diversity and Environment

Diversity as an object of sociological analyzation comes from the idea that diversity is an issue that affects everyone. The way society is shaped, the way that it functions, and the way that it is structured all have histories in the way that diversity has interacted with each other (Bonacich 1973). From a sociological perspective, diversity is what defines a society. Focusing on one of its most important and influential aspects, the idea of diversity has guided the way society has formed its ideas of one another, and how its reactions vary from situation to situation, comes this idea that diversity even exists. However, diversity goes beyond that of physical differences from person to person. Diversity is a result of the implications that society has put upon every given diverse group (Smedley & Smedley 2005).

When diversity is brought up as an issue impacting economics, negative connotations…


Bonacich, E. (1973). A theory of middleman minorities. American Sociological Review 38(5), 583-594.

Clark, R., Anderson, N.B., Clark, V.R. & Williams, D.R. (1999). Racism as a stressor for African-Americans: a biopsychosocial model. American Psychologist, 54(10), 805-816.

Duster, T. (2003). The reality of race. Scientific American

Eberhardt, J.L. (2005). Imaging race. American Psychologist, 60(2), 181-190.

Diversity the Impact of Diversity on Our
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The Impact of Diversity on our Current Society

The workforce and the society in general, in the United States will continue to diversify among racial groups. Although many organizations are fully aware of the trend, there have been some gaps among this trend and the preparations that need to be done to manage a more diverse workforce and nation. It has been estimated that roughly two thirds of U.S. companies have some sort of diversity training. However, these programs are implemented with a varying effectiveness. This paper will provide a brief background on many of the minority movements that have gotten us to this point as well as make some predictions and recommendations about what can be done in the future to effectively deal with the upcoming issues of diversity

Background on Diversity & Civil Liberties

There has been a long and sometimes bloody struggle for minorities in the…

Works Cited

Ardichvili, A. (2008). Learning and Knowledge Sharing in Virtual Communities of Practice: Motivators, Barriers, and Enablers. Advances in Developing Human Resources, 10(4), 541-554.

Chrobot-Mason, D. (2012). Developing Multicultural Competence to Improve Cross-Race Work Relationships. The Psychologist-Manager Journal, 199-218.

Grosse, C. (2002). Managing Communication within Virtual Intercultural Teams. Business Communication Quarterly, 65(4), 22-38.

Minbaeva, D., Pedersen, T., Bjorkman, I., Fey, C., & Park, H. (2003). MNC knowledge transfer, subsidary absorptive capacity, and HRM. Journal of International Business Studies, 34(6), 581-599.

Diversity and UPS Diversity Is
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UPS has also started providing healthcare tools to its employees.

The company offers career development opportunities to its employees.

The company offers compensation and benefit plans to its employees, irrespective of their seniority.

Employees with relevant years of experience are rewarded and their services are recognized with pride, the employees are best viewed as invaluable resource for the company.

UPS has recently launched workplace flexibility initiatives.

New employees are trained according to their job requirement.

Launch of Employee Communication program, which offers employee with a chance of communicating with other staff via deployment of world wide employee portal.

Messages from Chairman and CEO are televised annually so that the employees can better understand the challenges and plans that company intends to pursue in near future.

UPS adopted human resource initiatives are internationally acclaimed. The company's major initiatives include Welfare to Work, School to Work, Earn and Learn, and the Community…


UPS Progress Report.

UPS Press Release.

Information and relevant details gathered from,

Diversity Challenges Scenario 1 Overview
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Title VII of the Civil Rights Act of 1964 "bans discrimination, including sex-based discrimination, by trade unions, schools, or employers that are involved in interstate commerce or that do business with the federal government" the Civil Rights Act of 1964 prohibits discrimination in a broad array of private conduct including public accommodations, governmental services and education. One section of the Act, referred to as Title VII, prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment (Loevy 1997).

However, Title VII provides than an employer must reasonably accommodate an employee's religious beliefs and practices unless doing so would cause undue hardship on the business. As an employee were are obligated to try to resolve any conflict if possible. We would…


Religious Accommodation in the Workplace. (2012). Anti-Defamation League -- Religious Freedom Resources. Retrieved from:  / resource_kit/religion_workplace.asp

Loevy, R., eds., (1997). The Civil Rights Act of 1964: The Passage of the Law That

Ended Racial Segregation. State University Press of New York.

Diversity in Organizations
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Diversity in Organizations

The Ambivalent Sexism Inventory (ASI) provides a tool to assess the attitudes and expectations of individuals in relation gender stereotypes and to generate a quantifiable score measuring the degree of latent gender hostility based on those scores. More specifically, there are two measures generated by this instrument: the first is a score of hostile sexism that corresponds to negative feelings toward women; the send is benevolent sexism that corresponds to those aspects of attitudes about gender that could be considered positive. The meaning of the hostile sexism measure is obvious and straightforward; however, benevolent sexism is also related to hostility simply because it is a product of differential expectations based on gender. Therefore, even ostensibly positive aspects of gender-oriented attitudinal difference correspond to hostility, especially in connection with deviations from gender-based roles and expectations.


Naturally, ASI scores are likely to vary considerably from culture to culture…


Healey, J.F. (2009). Race, Ethnicity, Gender, and Class: The Sociology of Group

Conflict and Change. Thousand Oaks, CA: Pine Forge.

Henslin, J.M. (2008). Essentials of Sociology: A Down-to-Earth Approach. Boston:


Diversity and Innovation Diversity Is
Words: 666 Length: 2 Pages Document Type: Article Review Paper #: 74697072
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"Such an approach, at that time, would have meant risk taking," Smith writes. Apparently the very nature of bureaucracy tends to reject risk-taking, Smith explains. Still, in time, many of the suggestions from the 1970s have been implemented in the subsequent years.

hy does diversity affect innovation? According to Smith, diversity affects innovation because it affects "technical, organizational and institutional learning and contributes to the knowledge base of the economy" (Smith). Technical diversity suggests that because a variety of products and technologies exist and in turn they represent differing kinds of knowledge. ithout that knowledge part of the economy's knowledge base disappears along with technical options. "Diversity generates novelty and affects the learning capability of the economy" (Smith).

An article in the International Journal of Business Strategy (Bouncken, et al., 2008) states that companies wishing to "increase their innovations on international markets" can and do bring in "cross-cultural innovation teams"…

Works Cited

Bouncken, Ricarda B., Ratzmann, Martin, and Winkler, Viviane a. 2008. Cross-Cultural

Innovation teams: Effects of Four types of Attitudes Towards Diversity. International Journal of Business Strategy 8 (2): 26-37.

Dalton, Catherine M. 2006. The Face of Diversity is More than Skin Deep.

Smith, Janet. 1999. Equality, Innovation and Diversity. European Journal of Education 34 (4).

Diversity and Inclusion Learning Journal Activity One
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Diversity and Inclusion: Learning Journal

Activity One: Bias and Judgment

The workplace is becoming increasingly diverse. Numerous laws have been enacted to curb discrimination and make the workplace more inclusive of minorities; however, prejudice and bias still remain a major problem in work settings. In fact, as O'Brien (2013) points out, most people do not even know that they are biased, and so, they do not do anything to correct the same. I took the IAT test for race and gender to determine my degree of bias towards people of different genders and races. The scores and their corresponding interpretations were as follows:

ace: Preference score 2 - I moderately prefer whites to blacks

Warmth Score 6 -- harbor more warmth for whites than blacks

Gender Preference score 1 -- I strongly prefer males to females

Warmth Score 9 -- harbor more warmth for males than females

I partly agree…


Alonso, M. (2012). Best Inclusion Practices: LGBT Diversity. London, UK: Palgrave Macmillan

Community Tool Box. (2014). Strategies and Activities for Reducing Racial Prejudice and Racism. Kaplan University. Retrieved 22 March 2015 from 

O'Brien, R. (2013). Bodies in Revolt: Gender Disability and a Workplace Ethic of Care. New York, NY: Routledge

Stanford Encyclopedia of Philosophy. (2001). Affirmative Action. Stanford Encyclopedia of Philosophy. Retrieved 24 March 2015 from