DIVERSITY

Managing Diversity and Equal Opportunity

Table of Contents

Introduction1

Discussion1

Points in the Case Study1

Diversity in Practice and Drawbacks1

Diversity2

Age Diversity3

Gender Diversity4

Ethnic and Cultural Diversity6

Benefits of Embracing Diversity6

Implication on businesses that lack diversity6

Legislations Concerned with the Management of Diversity7

Importance of new management diversity thinking7

Emphasis on the Harmonization of Employment Rules Promoting Diversity8

Diversity Balanced Scorecard8

Strategic Significance of Management Diversity9

Combination of Diversity and Success9

Communication Problems11

Future Trends in Diversity11

Conclusion14

References15

Managing Diversity and Equal Opportunity

Introduction

This paper has been written with regards to the promotion of diversity and equal opportunity with regards to the case study. There are various attributes that companies must focus on in order to ensure that diversity is managed well and equal opportunities are provided to them.

Discussion

Points in the Case Study

Some of the main points that have been covered are mainly with regards to diversity and the availability of equal opportunities that people get. Besides this, there are many other factors that have an impact on the prospective and current employees because of the factors of diversity. Motivation plays a very crucial role in determining success of an organization. Normally, organizations that are diverse have a greater probability of offering creative and innovative commodities to customers.

Diversity in Practice and Drawbacks

Even though employee motivation is vital to the success of every organization, there are many factors that hinder the effectiveness of motivational techniques because motivation is such a complex issue with regards to diversity and equal opportunity at organizations. Organizational leaders may provide the most comprehensive incentive package, treat employees with utmost respect, recognize increased efforts, and encourage high-performance and still have a workforce that is not motivated to work at their highest level of performance. Motivational issues are partially due to the changing composition of the workforce since diversity reflects different needs. Workplace diversity can provide many benefits for organizations. When organizations promote a diverse working environment, there is strong career satisfaction, better staff retention, more productivity, and stronger financial performance. The structure of the workforce continues to change and employers must meet the challenge of changing incentive plans that match the varying needs of the workforce. It becomes imperative for organizational leaders to understand the composition of their particular workforce and how to best meet employee needs. For example, in the time period between 1950 and 2000 married couple households declined from 80% to 51% with unmarried people making up 42% of the workforce and more children being reared by grandparents or other relatives. Those changes create the need for organizational leaders to review health-care and retirement plan offerings. The changing needs of the workforce have necessitated a change in recognition procedures in many organizations. Recognition efforts once were related to events such as meeting a profit goal or working for a company for a number of years; however, younger employees have different expectations of recognition programs with sincere and specific recognition for performance being the preference for increasing motivation. However, with regards to drawbacks of diversity, it can be said that it results in issues such as reversed discrimination, and people ...