While the workforce has made strides in the direction of equality, it is still far from attaining total equality in the workplace. A company must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce.
Additionally, by viewing the issue of workplace diversity at a macro levels an understanding of socialization, education, healthcare, and the role of company community and diversity projects can be brought into the conversation of discussing the possibility of more diverse workplaces in the future.
This article gives a longitudinal perspective of the issue of workplace diversity and highlights the role social research plays in challenging and shaping business practices related to workplace diversity. Since the early s, companies have aggressively positioned themselves in the marketplace as an employer championing workplace diversity and a partner supporting local diverse communities.
This drive toward diversity has been spurned by dramatic shifts in manufacturing jobs away from advance capitalism economies, a rise in service sector jobs, company branding, investor relations, and in some cases a sincere business ethic. White men still dominate high status jobs and substantial pay gaps persist between men and women, white Americans and minorities, and upper and lower classes.
Diverse teams in organizations routinely encounter communication obstacles and in many instances are less productive than their homogeneous counterparts. Many of the challenges of diversity remain beyond the reach of large companies. Historical systems of racism, chauvinism, and classism along with their inherent rationality have lost favor with the rise of new cosmopolitan social graces.
Yet these systems of historical bias remain intact and interconnect with networks of enculturation, education, health care, and economy constructing a faceless systemic bias that constrains the rise of a highly skilled diverse workforce.
The well-intentioned corporation may find that once it has addressed internal issues of hiring, training, and promotion bias that the diverse workforce they want to hire simply is not available.
To better understand many of the issues surrounding the diversity in the workplace discourse, it is necessary to be familiar with some of the basic concepts and dichotomies leveraged in the diversity debate.
The primary categories utilized in research are race, class, and gender. These categories can be, and are often, extended. Other categories can include age, physical abilities ableismreligion, and sexual orientation. Within companies and labor markets diversity is studied in proportional analysis of minority and majority group members and in integrative approaches that examine faultlines determined by reoccurring majority-minority splits across many categories Kravitz, Thus, diversity can be measured separately at many levels in the workplace hierarchy including the field, shop floor, project team, management team, and board room.
Disparities in fairness can be studied through phenomena such as wage gaps, job segregation, marginalized work, and glass ceilings. Finally, workplace culture and its relationship to proportional representation, pay structure, and authority allow researchers to analyze the ability of certain types of workers to have a voice in the workplace.
With these approaches, the sociologist is able to go beyond just measuring the count of majority and minority employees in a workplace. The sociologist can measure upward mobility, fairness in pay, status in like jobs, the effectiveness of teams, and cultural changes.
Diversity is a social benefit only if it encompasses fairness in opportunity, rewards, and proportional representation. More often than not these characteristics are phenotypical, that is, differences in color of skin, facial features, and hair texture. Race as a category does not reflect actual genotypical differences gene differences.
For this reason race may actually hide or obscure discrete ethnic groups with common historical origins Marshall, This does not prevent sociologists from using race in their analysis of diversity.
However, within modern sociology race is not viewed as reflective of a genetically like group. Rather it is assumed to be a category shaped by larger social values.
She defines sex as the the biological differences between male and female and gender as the parallel and unequal division between masculinity and femininity in society.
Sociologists use "gender" instead of "sex" because it is believed that differences in status and pay are attributable to socially constructed divisions Smith, Gendering is socialization and one of the ways humans organize their lives.
Researchers have utilized gender to explain job segregation, job marginalization, and the effect of proportionality and workplace culture.Workplace Diversity Research Papers Workplace Diversity provides many benefits and sets the stage for more creative and innovative ideas from employees of different cultural backgrounds.
A proactive and positive view on workplace diversity is a factor attributed to creating effective organizations. - The Challange of Cultural Diversity in Corporate America The expanding conflict over cultural diversity in corporate America may present as many opportunities and problems as affirmative action.
Today, cultural diversity is an important fact of life and business, due to the changing face of society, and therefore, the work place.
View this research paper on Cultural Diversity in the Workplace. One of the major problems as qualitative researchers see it in historical research is the fact Research Paper Cultural Diversity in the Workplace and 90,+ more term papers written by professionals and your peers.
Work & the Economy > Diversity in the Workplace. Overview. The idea of diversity in the workplace has become a priority for human resource managers and public relations managers in large corporations, particularly in the United States.
Diversity makes the work force heterogeneous. In current scenario, employing diversified workforce is a necessity for every organization but to manage such diversified workforce is also a big challenge for management.
This paper critically analyses the workforce diversity and its impact on productivity of an organization. Diversity in the Workplace This Research Paper Diversity in the Workplace and other 64,+ term papers, college essay examples and free essays are available now on benjaminpohle.com Autor: review • November 28, • Research Paper • 1, Words (7 Pages) • 2, Views4/4(1).