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￿ Development of a diversity-in-the-workplace plan:
￿ Choosing a survey provider that provides comprehensive reporting
is a key decision;
￿ That report will be the beginning structure of your diversity-
in-the-workplace plan; the plan must be comprehensive, attain-
able and measurable;
￿ An organization must decide what changes need to be made and a
timeline for that change to be attained.
￿ Implementation of the diversity-in-the-workplace plan:
￿ The organization's executive and managerial team leaders must
make a personal commitment to incorporate diversity policies into
every aspect of the organization's function and purpose;
￿ Attitudes toward diversity originate at the top and filter downward;
￿ Management cooperation and participation is required to create a
culture conducive to the success of your organization's plan.
As the economy becomes increasingly global and the workforce
becomes increasingly diverse, organizational success and competitiveness
will depend on ability and experience in effectively managing diversity in
the workplace. The following quote by Greenberg (2012) summarizes the
importance of diversity management that is committed, knowledgeable,
and reflected throughout an organization.
“This competency explores whether an organization promotes understanding
and support for interaction among diverse population groups while respecting
individuals' personal values and ideas. It focuses on perceived equality in the
work environment. Research shows that by fostering a climate in which equity
and mutual respect are intrinsic, an organization can create a success-oriented,
cooperative, caring work environment that draws intellectual strength and pro-
duces innovative solutions from the synergy of its people. All businesses can
benefit from a diverse body of talent bringing fresh ideas, perspectives, and
views to the workplace. However, a diverse workforce means that the managers
within your organization must be capable of capitalizing on the mixture of
genders, cultural backgrounds, ages, and lifestyles present in your staff to
respond to business opportunities more rapidly and creatively. Including this
competency in your survey can provide insight into whether your organization
is encouraging and leveraging a diverse workplace, as well as maximizing the
potential of the people, backgrounds, and ideas of your present staff.
The economic downturn has changed business at every level and chal-
lenged many of the stereotypes that were once associated with businesses,
workers, and customers. The Equality and Human Rights Commission
Inquiry Into Race Discrimination in the Construction Industry Action
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