Diversity in the Workplace
Workplace Diversity: Fact or Fiction? Are today's corporate diversity programs truly effective? The concept of diversity goes well beyond the historical employment equity legislation enacted in both federal and local jurisdictions. Diversity calls for the recognition of the contributions that individuals can make as individuals, not just as members of legislatively designated groups. Diversity calls for management of organizations to be very inclusive, not just tolerating those who are different but also celebrating those differences. It calls for the opening of non-traditional occupations to men and women of all creeds, colors, religions, races and social groupings and for making reasonable accommodations the workplace and work life for this to happen. Diversity calls for diversity beyond just gender, race, or physical and intellectual abilities to include diversity in opinions, sexual preferences, social customs and mores, and other aspects of the variations in lives and lifestyles. (Conference Board of Canada. 1995, p. 1) There is a compelling generic business case for achieving and managing diversity in the workplace. Diversity can help organizations: identify and capitalize on opportunit
In diversity, recent study of women of color in the workplace, Catalyst (1999), a nonprofit research and women's advocacy organization in New York, found that only 50% of African American women in upper-level jobs had mentors. The percentage fell to 37% for mid-level positions and 34% at lower levels. Overall, 47% cited lack of access to a mentor as a barrier to advancement. Still other corporations engage workplace diversity initiatives as a defensive measure to help head off employee lawsuits and government prosecution. Despite corporate efforts, bias in the workplace still exists today. Today's bias is subtler however; people are smarter, more politically correct. People have learned to hold their tongues. Grossman, Robert J., (June 28, 2000) Are Diversity Programs Truly Effective? The Wall Street Journal, Online Edition. Available: http://public.wsj.com/careers/resources/documents/20000628-grossman.htm The Conference Board of Canada. Ottawa. (1995). The Society of Management Accountants of Canada. Toronto (1996). Measuring the Impact of Diversity.
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Approximate Word count = 1073
Approximate Pages = 4 (250 words per page double spaced)
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