DIVERSE WORKPLACE

Improvement to the Current Policies, Based On Workplace Inclusion Theories and Best Practices for a Diverse Workplace



Improvement to the Current Policies Based On Workplace Inclusion Theories and Best Practices for a Diverse Workplace

Introduction

Diversity is the quality of being different at the individual or group, whether in the workplace, social, ethnic or mental abilities. The appropriate strategy for the use of diversity is the inclusion, since it is inherent in social systems. That is why at the organizational level should include the diverse talents, as it will not only use their skills, knowledge or skills in the workplace, and it will make sure that, people feel adapted comfortable and able to give their best (Cox & Taylor, 2001).

The Need for Diversity

In recent years, companies invest a lot of manpower, material and financial resources for the various forms of training to enhance the organizational performance and strength and competitiveness of its members. However, the practice in many enterprises such as stop-gap measures and spoon-feeds training proves to be a temporary solution. This training, at best, can only improve the skills and increase knowledge, but cannot infest the true sense of organizational direction in its members to enhance performance so that it leads to enhancing the competitiveness and the purpose of the organization. Given the vast amount of resources an organization puts to get optimal production levels, it is highly imperative that diversity management is properly dealt with (Brooke, 2009).

Workplace Diversity in US

Within the US, analyst's analyses of the position of old age worker in the labor market have, traditionally, placed great emphasis on gender divisions within the family and old age worker's responsibility for domestic work as having necessary implications for old age worker's labor market participation and positioning. For example, the tendency of married old age worker or old age worker with child care responsibilities to work part time is adduced in support of the Conventional View that processes prior to entry into the labor market determine old age worker's segregation into lower paving sectors.

The fact that the majority of part time workers in the US are old age worker with family responsibilities” has ramifications for the proper role of anti-discrimination law: both domestic courts and the European Court of Justice have recognized that unequal treatment of part time workers may amount to indirect sex discrimination, since any exclusion of part time workers is likely to have a disproportionate impact on old age worker (compared to the impact on young worker). Furthermore, there has been much empirical research to show that, in spite of equal pay legislation, occupation by occupation, part time workers earn less per hour than full time workers. Whilst the differential between young worker and old age worker's hourly pay can be explained in part by differences in skill distribution, a persistent percentage of the differential remains attributable to old age worker receiving unequal pay for jobs of similar skill levels (Cockburn, 2009).

The Current Progress

In the 1970s, the U.S passed legislation against old age worker's workplace discrimination ...