Through the combined efforts of globalization and increased employee and interracial relations, biracial individuals and the factors affecting their existence have increasingly become a dominant issue within the workplace. The issues of nationality, place of origin and…
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This is because having two races in their heritage makes them the most vulnerable group during hiring sessions. Conventionally, African Americans were the main targets of affirmative action because of the inequalities that existed in the United States. Similarly, biracial individuals face discrimination in interview panels and selection agencies due to their mixed race status. Employers should understand that within the concept of diversity lies the principles of tolerance and consideration of different ethnic groups (Korgen, 1999). However, diversity is not based on law but is categorized as a strategic business effort. Therefore, the success of implementing authentic diversity standards for biracial employees will largely depend on the type of organization and the working environment. In conclusion, biracial employees face similar, if more severe conditions in the corporate environment when compared to their African Americans and Caucasian counterparts (Korgen, 1999). Therefore, in the selection of candidates that qualify for affirmative action, this newly formed ethnic group should be considered as they would otherwise suffer a similar plight to other minority groups. This would be detrimental to the organization especially if the section of biracial employees possesses excellent skills and experience that would benefit the
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This paper is designed for administrators to effectively manage diverse workforce populations. It provides a general definition of "diversity", discusses the benefits of diversity in the workplace, the challenges of managing a diverse workplace, and presents effective strategies for managing the diverse workforce.
It repositions a company’s portfolio: A company can manage its product portfolio effectively through extensive restructuring. Downsizing has become a common practice with companies to improve their financial performance. It is because of the changed way of doing business globally that restructuring has become a corporate trend.
The author states that handling a diverse workforce means that the organization has to engage in first acknowledging the worth of discrepancies in the manpower, fight discrimination and biases and encourage inclusiveness. Managers and superiors may have to face issues with compromising productivity in work or loss in manpower due to discrimination.
America today can be considered as the melting pot of the world. Ethnic minorities in America far outnumber those in most of other countries that have a mass majority of natives. With so many opportunities in America, a lot of people come here to start a new life with a college education, to start a business, or even to escape poverty or persecution of their native land.
This characteristic of workforce can be coinciding in a simple term i.e. cultural diversity. Ethnic diversity in the workforce includes difference in language, behavior, manner, and many other human characteristics (Barak, 2010, p.103). Though ethnical diversity can be found in domestic organizations of any country but it can be seen in major extent in multinational organizations where people of different countries works together and creates higher extent of ethnic diversity at the workplace.
In often instances, a diverse population is considered to be ‘special’ owing to their uniqueness in respect of the social, historical and cultural aspects (Henderson, 1998). It is worth mentioning in this context that diversity refers to the depiction of various social categories based on masculinity, race and ethnicity as persisting within a defined association reflecting a relational demographic context.
Thus cultural diversity only boosts the business regimes as it brings about more harmonious linkages and a better working attitude which is good for everyone. Cultural diversity is beneficial for companies and business organizations in three main ways; creating multicultural relationship between employees, increasing creativity, and satisfying customers.
Generally, the concept of diversity involves ethnicity, gender, race, religion, culture, mental and physical abilities, and sexual orientation among other aspects (Green et al, 2013), not only ethnicity and culture as known by many, when the term diversity is mentioned.
In the Private Sector effective Diversity Management translates tangibly into enhanced profits. However, the challenges of Diversity Management "are compounded in the public sector by pressures creating additional dilemmas for the civil service system. Public sector organizations in most countries, rich and poor, experience an environment characterized by greater scarcity of resources.
The original intent was to ensure that qualified individuals from all groups of the society get a place equally in school admission and job vacancies. The action was supposed to break down the racial barriers that discriminated
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