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How Difficult Is Diversity in the Workplace?

April 10, 2012 | Comments: 0 | Views: 133

The workplace has taken on a new dimension of change. We see various cultures, genders, age, beliefs and religions intertwined in one environment. This body of people is supposedly joined together solely for one common bond and that is what is best for the organization. When asked what diversity is, many variations of thought take place. Many organizations to this day still don't emphasize the importance of diversity and how it affects its bottom line. Often time's employees don't have a clear perception of what it is outside of race. According to Miriam Webster, diversity is defined as "the inclusion of different types of people (as people of different races or cultures) in a group or organization." It goes on to discuss the variety and the many elements composed of one being diverse. This leads you to believe that diversity is multifaceted. It has a different connotation to different people. The efforts of bringing all of this together can be overwhelming, confusing and the opportunity to easily offend. The lack or the inability to understand others dominates why diversity continues to plague our environment.

From a corporate perspective, it makes us better, more challenged and a force to be reckoned with on a global level when our organizations are diverse and integrated. Only in America can you find variations of a creation to represent one entity. Capitalizing on these differences makes your organization unique and acclaimed for stepping out of the norm. Your customers don't all look or think the same, so why should the employees be any different. Multicultural experiences create adaptability, a social acceptance and responsibility. Employees feel valued when they can be a part of something that appreciates who they are. This is viewed positive from those who are looking in from the outside. Building on these strengths enables growth and prosperity nationally and globally for the corporation.

The Civil Rights Act of 1964 makes it illegal to discriminate against anyone on the basis of color, race, creed, religion, sex or national origin. In diversity, we must respect what each brings to the table and support one another for how it makes us different. In a perfect world, we would not have to discuss diversity, yet in imperfection, it exists. The negative perspectives of stereotyping and discrimination discredit the organization and reduce productivity. As a result, profits will suffer and the corporate image may be diminished. A "no tolerance policy" put in place by management may decrease this activity and set the tone for what is expected. However, ongoing training and support must be a priority as with other corporate development. No stone should be left unturned. Awareness should be made visible and resources attainable. Corporations expecting a teachable culture should reassure employees that who they are will be protected. Employees should be evaluated on their ideas and creativity. Without the unity of a community of people, the growth of the corporation would stumble. Each voice should be heard and fair judgment should take place. Manifesting in greatness is only achieved when all are considered one. In this wonderful country, if we all were thought of as equals and given the same opportunities to explore our uniqueness, our effectiveness as a nation would be stronger in the eyes of our enemies.

Nichelle Womack is a senior consultant who specializes in staff development, training, team building and recruitment for large and small organizations. Her strengths are her abilities to engage, reinvent, motivate and reactivate you or your group into changing how they think and work in their environment. Nichelle has progressed as an inspirational/motivational speaker who captivates her audience with excitement and thought provoking dialogue. With over twenty years in the sales profession and eighteen of those years in health care, she has served in numerous capacities of leadership and her experience is diverse. Nichelle can be reached at

Source: EzineArticles
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