Diversity In Hiring Case Study

The City of New Haven, Connecticut, in 2003, had vacant positions within their Fire Department. The City desired to fill these positions and pursued a means to identify internal candidates for promotional opportunities. Charles E. Mitchell (2013) writes, “The City hired Industrial /Organization Solutions, Inc. (IOS) to develop and administer its examination at a cost of $100,000.000. IOS took painstaking efforts to design and develop a test that was fair, job related, and consistent with business necessity” (p. 45). The examination outcome indicated that the white candidates had done far better than the minority candidates.

Attracting applicants from all levels of society including the working poor and single parents, recruiting talented workers who are satisfied and motivated has the potential to lead to higher productivity and greater retention (Green, Lopez, Wysocki, Kepner, Farnsworth, & Clark, 2015). The key to our successful Human Resources department is not that we hire a diverse workforce, but that we chose our employees from a diverse pool of representatives of the community. Building a reputation as a diverse inclusive corporation attracts the best from the

The person I interviewed is the campus Diversity Recruiter Candace Villanueva. She loves working in higher education. I enjoy helping students reach their academics and life goals. Her passion is working with gifted students. She is capable of sharing her achieve strength with these students by pushing them further.

Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.

Introduction Since 1996, Royal Dutch Shell (Shell) had been promoting the diversity and inclusion (D&I) initiatives, which aimed to increase the variety of compositions and values the differences such as, age, sex, gender, race, nationality, and education (Sucher & Corsi, 2012, p. 5). Yet, Voser’s, the new Chief Executive Officer, Top Management Team (TMT), was dominated by middle-age American and European men from 2008 to 2009. Because diversity could have both positive and negative impacts on the company (Webber and Donahue, 2001) and the nature of industry as well as the contextual circumstances could both support or hinder various diversity characteristics (Cannella et al., 2008), the implications regarding the short run situations and

Diversity training provides the knowledge, skills and tools that will assist new employees on proper way to treat people who may be different from them by for instance their culture, background or ethnic. Some of the strengths of diversity training for new employees are its ability to create in them a positive idea of the organization and foster the idea of belonging. For instance, as a young woman and entry level employee, I will feel more comfortable working in an environment where diversity is promoting. Why, because I will feel more valuable, have an equally opportunity for advancement and must of all, have my rights respected. In the other hand, some of the weaknesses of diversity training during new employee orientation can be the address

Synopsis Workplace bias is a costly problem that businesses cannot afford. It can result in turnover, discrimination, and lawsuits. In her book Making Diversity Work: Seven Steps for Defeating Bias in the Workplace, Dr. Sondra Thiederman, a leading expert on workplace diversity and bias reduction, provides a step-by-step approach for reducing bias and increasing the manageability of diversity. Thiederman (2003) defines bias as “an inflexible positive or negative prejudgment about the nature, character, and abilities of an individual and is based on a generalized idea about the group to which the person belongs” (p. 8). We are not born biased.

These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.

- Ways in which diversity can impact on work and work relationships - The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.

The objective of this argumentative essay is to achieve the highest understanding of workforce diversity. What is workforce diversity? Why work force diversity is important? What are the benefits an organization and contract worker receives? How can an organization exploit and retain maximum benefit from diversified skills each employee’s possess for overall organizational success?

INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.

We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.

We will then elaborate on a case study of our choice in order for us to illustrate the concept of Diversity Management. We will link the two parts of theoretical and analytical so that there is an understanding of how Diversity Management plays a role in the everyday lives and how it is applied. After that we will end off by summarizing what we have researched on Diversity

Age Diversity in the Workplace Diversity at workplace is one of the prominent issues in today’s world. It is the challenging issue that managers face to manage at the workplace. But it gives the highest output if properly managed. By managing the workplace diversity, companies can increase the overall efficiency that results in higher output. Besides, it enhances the image of the company to become ‘Employers of Choice’.

Leaders are answerable to behavior and business changes. Sometimes diversity management is part of performance evaluation and