Workplace Diversity Paper

The world's increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before; therefore there is a need for more diversity in the workforce. According to Fortune’s “How Tech Companies Compare in Employee Diversity,” “there are about in 2014, the workforce was composed of 65-80% white, 5% African Americans and Hispanics, 20-30% Asian.” According to Human Resource Management’s, “Human Resource Management: Gaining a Competitive Advantage” “by 2020 he workforce is expected to be 79% white, 12% African-American, 6% Asian, and 3% other groups, which includes individuals of multiple racial origin, American Indian, Alaskan Native or Native Hawaiian, and other Pacific Islanders.” Even though

For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. Global diversity is changing the way we view the world. Whether a global corporation or not, global diversity is here and it impacts us all-directly or indirectly. Cross-cultural teamwork and collaboration are essential for an organization's success. If people are to function productively, they must learn to see their differences as assets, rather than as liabilities. The labels we apply are far less important than what they represent. Diversity management, while based on cultural change, is a pragmatic business strategy that focuses on maximizing the productivity, creativity, and commitment of the workforce, while meeting the needs of diverse consumer groups. According the Black Enterprise’s “Managing a Multicultural Workforce,” “the more interconnected our world becomes, the closer we get to "one world"--the more each individual human being is empowered.” According to “Diversity in the Workplace: Benefits, Challenges, and Required Managerial Tools, “diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity,

As stated in “Managing a Multicultural Workforce,” when a company is recognized for managing a multicultural workforce, it is most likely to attract the best and brightest talent. As the value of diversity continues to grow in business communities and elsewhere, recruiting and retaining talented employees who are diverse is becoming more important to organizational success. An organization's future depends on the quality of its employees today. Managing a multicultural workforce well, aids the recruitment process. Because diversity and inclusion initiatives are often precursors to the type of career opportunities and situations that await them, recruits commonly ask about an organization's multicultural programs and factor them into their employment decision. Qualified and interested candidates are usually attracted to employers who are able to show commitment to developing and promoting a wider array of people. In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization's success; therefore I am here to make a few recommendations of how diversity and inclusion can be better implemented. First, I would suggest to develop and implement an equal opportunity employment policy that follows the Federal EEOC (U.S. Equal Employment Opportunity Commission) guidelines. The goal is to establish a