As you look around your office, is everyone just like you? The demographics of the American workforce have changed dramatically over the last 50 years. They were typically the sole breadwinners in the household, expected to retire by age 65 and spend their retirement years in leisure activities. Today, the American workforce is a better reflection of the population with a significant mix of genders, race, religion, age and other background factors.
More and more, organizations are realizing that in order to be successful and recruit and retain the best employees, they must value the diversity of their employees and the clients they serve.
Whether you are a non-profit or a private corporation, learning to recognize and utilize differences can benefit your organization.
For most businesses this does not happen automatically, but through a process that involves personal and professional change. Organizations need to define what diversity means to them For most organizations it involves creating an inclusive organization where the differences of all people are respected, valued and utilized towards achieving a common goal.
Differences people bring to the work environment include race, gender, sexual orientation, religion, age, geographic background, education, economic background and thinking and communication styles. It does not mean that people of one culture, gender, age, etc, only work with those respective populations.
It means that the organization as a whole is better able to relate to a larger population. This creates better working relationships, and helps avoid miscommunication based on cultural differences and ignorance about other groups. It saves time and money and having to do things over.
For Lucy Shelby at RCAC in Portland, having a well rounded understanding about the cultures of her clients can help build stronger relationships and give more loans to communities for building new affordable housing. Organizations need to assess how they are presently doing in terms of recruitment and retention and promotion Assess the cultural makeup of your clients and your employees.
Do you have employees that reflect your client base? Where are the gaps that need to be filled? A combination of written surveys, focus groups and interviews will provide that. Employees and managers together can develop ideas to make an organization more effective.
Like minds tend to gravitate toward like minds and not work as much with other people who do not think like them. We always need to branch out and work with people who are from different backgrounds and have different working and thinking styles.
Are you lacking diversity at the employee level, management, or board of directors? Some organizations have been able to recruit diverse employees but their executive leadership is exactly alike in terms of race, age gender, geographic background or education.
If you always recruit from the same sources you will always get the same people. Talk to other companies that have successfully recruited and maintained a diverse workforce.
Find out how they get their candidates and what they have done to create a more inclusive environment. They still feel encouraged even if their ideas are not accepted each time.
Just having people who are different from each other is not enough. Depending on the size of your organization you might want to form a diversity council to champion your diversity initiative, deal with issues and build a stronger team. Learn from other organizations but be aware of what your group can do specifically to be more inclusive.
Educate and train people to be aware of their conscious and unconscious biases and assumptions that impede working together.
Even things like social events can make a difference in your organization. Issues come up during winter holidays when people from different cultures have celebrations. Its important to include all people and if your celebrations are geared towards Christmas or any other one group it can create discomfort for others.
Examine all systems and processes and change those impede inclusion. Finally, senior management needs to drive the change or it will be seen as one more good idea that never worked. Simma Lieberman works with people and organizations to create environments where people can do their best work.
She specializes in diversity, gender communications, life-work balance and stress, and acquiring and retaining new customers.Our school decided to try a different approach to Phys. Ed this year. Every 10 weeks, the Division 2 students attend an off-campus site to give students an opportunity to participate in a physical activity that can't be accommodated at school.
Personal Experience With Cultural Diversity. Cultural Diversity Jovon Roberson SOC/ March 26, M. Burke Cultural Diversity 1) What are the dimensions of cultural diversity?Identify and briefly explain the dimensions by referenced both text books. A known measurement, in addition to insertion is counting various folks during .
Racial diversity is also supposed to bring cultural enrichment, but what, in the way of authentic culture have Miami's dwindling whites gained from the fact that the city is now over 70 percent.
Embracing cultural diversity in the workplace is important for internationally competitive businesses. Read about what we found to be the biggest benefits and most pressing issues. A variety of viewpoints along with the wide-ranging personal and professional experience of an international team can offer new perspectives that inspire.
An appreciation of cultural diversity goes hand-in-hand with a just and equitable society. For example, research has shown that when students' cultures are understood and appreciated by teachers, the students do better in school. Cultural diversity is an integration of different cultures within a certain society. The personal cultural diversity essay written diversity paper topics define personal cultural diversity as individual's differences in their family background, religious beliefs and values of their hometown as well as the challenges and opportunities they have . An Experience in Cultural Diversity At some point during this semester you are required to participate in an activity outside your range of cultural experience. (This must be a new cultural experience; you may not repeat past experiences nor write about past experiences for this assignment.).
Diversity Personal Experience. knowledge comes only or primarily from sensory heartoftexashop.com of several views of epistemology, the study of human knowledge, along with rationalism, idealism, and historicism, empiricism emphasizes the role of experience and evidence, especially sensory experience, in the formation of ideas, over the notion of innate ideas or traditions; empiricists may argue.
Cultural diversity is the quality of diverse or different cultures, as opposed to monoculture, the global monoculture, or a homogenization of cultures, akin to cultural decay. The phrase cultural diversity can also refer to having different cultures respect each other's differences.