Diversity in the Military

Diversity in the Military

Introduction

The term diversity includes two sub types, demographic and cultural. Demographic diversity refers to the mix of group characteristics of the organization's workforce. Demographic characteristics include such factors as age, sex and physical status (Wisel, 1999). Cultural diversity refers to the mix of cultures and subcultures to which the organization's workforce belongs.

Effect of Diversity

Age Diversity in the Organization

The Age discrimination in employment proceeds expressly prohibits discrimination contrary to employees over age 40. It is proposed to prohibit employers from setting random age restricts or displaying fondness to junior workers. It furthermore boosts businesses to encourage employees on the cornerstone of deserve and know-how other than age. The provisions of the ADEA furthermore request to work unions (Wisel, 1999). The Act bars them from prohibiting older employees from connecting or omitting them from participation on the cornerstone of their age. Congress has passed some other actions that construct on the Age Discrimination Employment Act to farther defend employees from age discrimination. The Older Workers Benefit Protection Act was enacted to elaborate the age discrimination employment proceed, established that employees over age 40 deserve to the identical advantages as junior workers (Hellriegel, Buckley and Ghauri, 2004).

Gender Diversity in the Workplace

Many studies have shown that companies with more women in senior leadership roles are more likely to have better results. However, other studies showed that there is still room for improvement in leadership diversity, in UK. Women are more likely to hold positions at all levels of the organization. They are even now more likely than men to obtain university degrees in the UK, particularly in management. It is tempting to conclude that this trend can only be favorable to the context of feminization of the modern corporation: who better to help a woman a feminine style in the organization? Managing diversity is not just about focusing on matters of discrimination, but also ensuring that all people make best use of their potential and their contribution to the organization (Avolio and Bass, 2004). It focuses also on issues of progress within the organization, on its culture and on the meeting of business goals. The main concept of managing diversity accepts that the workforce consists of a diverse population of people and that the diversity consists of visible and non visible differences like background, personality and work-style.

Impact of Diversity

The major benefits of diversity that is success of organization encompass the enhancement of working situation, better presentation and productivity. A well-managed varied workforce that works simultaneously as a unit is a trusted, dedicated and agreeable workforce as opposing to isolating a certain part of the workforce (Avolio and Bass, 2004). An affirmative heritage encourages commitment and advances keeping rates which decreases recruitment and retraining charges as well as disturbances due to resignations. This is due to advanced job approval and a favorable and supportive working environment. Having a varied workforce endows organizations to function in highly comparable multicultural environments. This is due to a better comprehending of ...