Benefits and Challenges of Diversity in Organizational Setting

Benefits and Challenges of Diversity in Organizational Setting

Introduction

Broadly defined, the concept of diversity in the workplace is the ability to understand, assess and effectively manage the variety or ethnic, socio-economic and gender within the workforce of an organization and its clientele. Many companies have recognized the importance of addressing the issue of diversity and are progressing in the establishment and development of successful on it. A primary catalyst responsible for diversity in the workplace is the changing demographics of the U.S. population and therefore the U.S. labor force.

Discussion

Demographic studies show that the composition of the U.S. population is now more diverse than ever (U.S Census Bureau). According to the Government Agency Census (U.S Census Bureau), people who do not belong to the white race will constitute more than a third of the U.S. population by 2010, and about half of it for 2050. By 2005 ethnic minority portion of the workforce is likely to reach 28% compared with 18% in 1980 and 22% in 1990. Researchers predict that by 2010 the Hispanic minority AEO in America will constitute the largest minority group in the country. People with disabilities and minorities are disproportionately represented among the unemployed and job prospects for these are bleak (Stohl 1995).

Considering these changes in the population and in the labor market, there is growing confidence in the use of non-traditional workers and the opportunity for organizations and individuals capitalize on the set of ideas, creativity and potential contributions inherent in a diverse workforce. To attract, recruit, develop and retain a skilled workforce of diverse populations is and will remain crucial to the survival of the industry and organizational success.

According to researchers, diversity would be profitable for businesses (Henderson 1994). In fact, various studies show that in a professional environment, where diversity is properly managed, diversity of human resources brings added value in terms of performance and experience (Tencer 2011 Retrieved from http://www.huffingtonpost.ca). Multiple studies support the fight against discrimination and probably the sign of stereotypes related to diversity in the workplace (Henderson 1994).

Diversity is defined as "the opening of the human capital of the company to any person regardless of age, gender, nationality or real or supposed origins, disability, religion, sexual orientation, and political beliefs". A diverse company provides a guarantee of competence and experience (Golembiewski 1995).

Seniors

According to survey, older workers are just as productive, if not more than the rest of their colleagues (Workplace Diversity Practices Survey Report (2005) Retrieved from http://www.shrm.org). Certainly they are absent on average 15 days per year against 9 for non-seniors, but they are the most loyal and most often, the pillars of experience and expertise in their business. In a stimulating and motivating, there is evidence that shows senior involvement in particular work, and better management of stress compared to the rest of the workforce. Regarding compensation, the study found that older workers are not paid more than non senior's equivalent position.

Disabled Employees

It is much more interesting for a company to integrate a ...