Diversity in a Corporate Setting - Essay Example

Diversity in a corporate setting is a fact existent in all territories and the USA, a melting pot of multicultural diversities. While Woods et al (2001) viewed diversity as an issue about people and the differences and similarities that they bring to an organization, including factors (profession, education, geographic location) that influence identities and perspectives, others viewed it as a business issue which the company will benefit by enabling the employees to reach their full potential (Challenge, n.d.). Shirley Harrison, director of Philip Morris’ diversity management said that “(w)ork force diversity is already a reality in American business. The tensions created by a lack of communication, insensitivity, bias, and racism do not create a productive work environment” (Challenge, n.d., p. 6).

Approaches that would be used to manage diversity are: a) knowing the inherent company culture and diverse cultures in the workplace, b) training for senior executives, managers, and diversity managers as well as the “minorities”, c) inclusion of members of the diverse cultures in the workplace in business and strategic planning, d) creation of policies encouraging cultural diversity, and e) information dissemination.

Knowing the company’s culture and diverse culture is the first move to understand the relationships within a company. According to Cross, once the top management has known certain attitudes within the culture of the company, necessary changes must be made by the management (Challenge, n.d.). Managers and members of other groups must learn to appreciate the various cultures (Miller, n.d.), learn from others, recognize dignity and respect, make the environment conducive to such learning process (Woods et al., 2001), and managers must recognize the peculiarity of each culture (Managing, n.d.).

Training for executives and managers is geared to broaden skills and mindset on cultural diversity and its management. Elsie Cross believed that training should start at the top, thus, the management team should undergo workshops to become internal facilitators (Challenge, n.d.). Emotional issues can arise in the process, thus, Harrison (J. Howard and Associates) deemed it proper to utilize an external facilitator to conduct managing development and diversity seminars for directors and senior officers (Challenge, n.d.). On the other hand, IBM created an internal diversity training module for managers (Challenge, n.d.). This training must enable supervisors to blend differences to maximize the talents and abilities of individuals (Diversity, 2006).  Managers and senior executives can also take courses on diversity management. And since they are at the top of the corporate ladder, they are in the best position to implement diversity policies that would be beneficial for everyone. In-house training for employees conducted by diversity managers or outside facilitators would also enable them to understand members from their own and other groups. SmithKline Beecham utilizes internal facilitators for cultural mentoring and training for both executives and employees (Challenge, n.d.). Issues of discrimination, enhancing creativity and potential, etc. can be included in these trainings. Discrimination is attributable to stereotyping, while stereotyping is classifying a person to a familiar grouping to understand him/her, which usually, are generalizations and assumptions (Miller, n.d.), and offensive and biased (Managing, n.d.).  John H. Lienhard (University of Houston) said that stereotyping denies individuality (Miller, n.d.). Enhancing individual creativity, in a study by Theresa Amabile (1998), besides being dependent on other factors (social skill, personality traits) is bolstered by interaction within the work environment and motivation (Glor, 1998). This is delimited by discrimination by the top level and employees belonging to other groups.

Another approach would be to include employees from other cultural groups in business and strategic planning. In the Workforce 2000 paper, the report showed increased participation of cultural diversity in decision-making and planning. (Challenge, n.d.). On the business side, the need to recognize the workforce hinges on customer change, as when the Hispanic customer base increased, Spanish-speaking sales representatives would give a competitive edge. Including employees in strategic planning would provide a broader view to the management. 

Creating company policies ( on recruitment, employee training) supporting diversity is another approach. Cite A few companies with policies on diversity are: a) Miller Brewing Co.’s diversity department gives internal training on diversity, and b) Baxter Healthcare Corporation has a five-phase process that assesses diversity issues of a division or unit (Challenge, n.d.). Recruitment policies should focus on skills rather than cultural background.

Baxter Healthcare disseminates diversity information through its quarterly newsletter (Challenge, n.d.). This approach is, although not personal, a mode to transmit company programs and information to more people at a regular or short interval of time. This approach is more of a supplement to the other approaches in diversity management. Read More