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diverse problem solvers is critical to business competiveness. Diversity in
the work place offers businesses a competitive advantage on both a local
and global level.
The recession has changed business at many levels and also resulted in
a greater number of older workers seeking employment and forced many
of them to work past retirement age. Companies that strive for diversity
in age as well as culture and ethnicity have an advantage when it comes
to meeting the challenges of new market opportunities and changing
demographics. By maintaining a good reputation concerning age diversity
and offering older workers opportunities during difficult times, those
companies will be held in higher regard by both employees and consu-
mers. Despite some concerns about the value of diversity and discrimina-
tion in the workplace, Wentling, and Palma-Rivas (1998) discussed the
place of diversity in the future workplace, arguing that various demo-
graphic trends indicate that it will be increasingly important to recognize
the talents of older workers and people with differences.
The following summary lists some findings of the poll by the Society
for Human Resource Management (SHRM) (2010) , indicating key bene-
fits to organizations and workers by having diversity in the workforce.
(I) Diversity can be beneficial to both the organization and workers by
bringing substantial benefits such as:
￿ Better decision making;
￿ Improved problem solving;
￿ More creativity and innovation;
￿ Enhanced product development;
￿ Successful marketing to different types of customers;
￿ Ability to compete in global markets and link the variety of talents
within the organization;
￿ Allowing those employees with these talents to feel needed and to
have a sense of belonging;
￿ Increases a worker's commitment to a company;
￿ Allowing each worker to contribute in a unique way.
It has been well established by a number of surveys and the US
Department of Commerce ( DeNavas-Walt, Proctor, & Smith, 2011 ) that
African Americans, Hispanics, and other minorities do less well econom-
ically than white Americans in good or bad times. These differences
have persisted over time and will continue until there is a better way of
addressing the lack of inclusion of marginalized people in the workplace.
Policies that can address these disparities require an investment in direct
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