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Diversity

 

 

“Diversity” means inclusion of all characteristics and experiences that define each of us as "individuals“. The concept of diversity is based on individual acceptance and respect for each other’s background, it is understanding that individuals are different and unique and that is what makes them fascinating!

Often people are confused about the definition of Diversity and Inclusion is not “Affirmative Action”.  Diversity acknowledges the existence of broad cultural groups within a culture. 

 

Diversity extends far beyond race relations in the workplace.  It is not only the acceptance of people of colors, it's the acceptance of women, homosexuals and even aging individuals in the workplace, it includes but not limited to:  Race, Ethnicity, Gender, Age, Language, Dress, Values, Religion/ practices, Family views, Political views, Disability, Sexual Orientation, Communication & Work Style (Corporate Culture), Economic Status. Although there are often several complaints that exist due to the diversification in employees who are hired, such as older employees don't feel appreciated; white males complain about being overlooked for promotions; work isn't as much fun with all of the sexual harassment laws and the many other complaints that people can come up with when presented with a diverse workplace. However, diversification ensures that with properly managed employees and managers in leadership positions, the business can do nothing but grow when they expand the personalities, the racial backgrounds and the genders in the workplace.

 

 

Facts about Diversity in the US workforce: 

Businesses will demand an expanded and educated workforce to replace the large number of retiring “baby boomers” who will vacate jobs crucial to maintain its superiority especially in engineering, science, research, and technology.

The top 3 diversity growth groups are:

  1. Hispanic: Presently, the Latino population is the largest minority group in the United States, as of July 1, 2003, numbers 43.8 million, By July 1, 2050, according to U.S. Census Bureau projections; Hispanic Americans will number 102.6 million or one-fourth of the nation’s total population. The number of Hispanics will nearly triple between now and 2050, a growth that is expected to continue in the decades ahead. 
  2.  
    Mature Workers (baby boomers): If your coworker in the next cubicle looks older than she used to, that’s because she is. In 1978, the median age of the American worker was 34.8 years. By 2008, it was 40.7 and will likely continue to increase, according to the Bureau of Labor Statistics.
  3. Women: Current projections from the Bureau of Labor Statistics are that women make up 48 percent of the U.S. labor force compared to less than 40% from 1990.

 

 

Ignoring Diversity results in:

Businesses that ignore managing diversity will experience economic and social consequences, a workplace culture that allows low morales, employee turnover, harassment, discrimination, absenteeism, disruption to work teams, when individuals are isolated by their co-workers and/or managers because of cultural differences, the outcome is a loss of productivity, business opportunities and the potential for charges of harassment and discrimination. 

Businesses with an effective diversity strategy will have a leading edge in employee productivity and retention.  At a time when the pending retirement of the baby boomers will strip the workforce of massive numbers

of skilled workers, businesses will experience a shortage of workers to replace retirees. An inclusive work environment is simply good business. The loss of one employee due to poor management practices is one too many.

 

 
What is Diversity Training:

Diversity training is defined as training to increase the participants' cultural awareness, skills and knowledge and is based on the theory that the training will benefit a business by protecting it against civil rights violations, and promote teamwork within the business. 

Diversity training has been utilized in the workplace for a while, and might also be known as: Race Relations Training, Cross-Cultural Training, Multicultural education.

Diversity training alone is not sufficient for a business diversity management plan. A strategy must be created and implemented to create a culture of diversity that saturates all departments and functions of the business.  Opportunities for diversity training must be provided for employees to further develop their understanding of diversity and to learn the necessary skills to achieve diversity business goals. Good diversity training gives employees the skills that they can use to deal with workplace diversity, its implications and effects. A second-stage diversity program should further develop employees' skills and knowledge to contribute to business success in a meaningful way.


 
Can Sahar Consulting help:

Diversity is about empowering people.  It makes a business effective by capitalizing on all of the strengths of each employee.  It is not EEO or Affirmative Action which are laws and policies enforcing these government regulations will not solve the businesses problems. Diversity is accepting, understanding, respecting, accepting, valuing, celebrating and using the differences in every person.   To obtain that competitive edge, businesses need to grow their work-force from groups into teams that use the full potential of every individual.

This is where Sahar Consulting Diversity Management coaching and training come in handy.  Sahar Consulting offers training courses and programs, presenting several models for problem solving workplace issues by using their expertise in:
 
  1. Managing intercultural Conflicts and resolving them or managing conflicts between supervisors, staff or between supervisors and staff.
  2.  
    Develop intercultural competencies and team building.
  3. Preparing businesses for increases in racial, ethnic, cultural, and gender diversity by combating racism, sexism, exclusion and ethnocentrism.
  4. Preparing employees for international work especially the one relocating to foreign countries.
  5. Safeguarding against sexual harassment, discrimination and unfair employment lawsuits as well as manage crisis.
  6. Using employee diversity to increase productivity.
  7. Conducting cultural audits.
  8. Developing skills needed to open up a new demographic market, develop international marketplaces, target new diverse markets, and better customer service.

 

 

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