Table of Contents

  Abstract  2

Introduction:   3

  Diversity Management vs. Diversity Awareness:  3

  Diversity Awareness Program Implementation:  3

  Factors Affecting Diversity Awareness:  4

  Conclusion:  4

  References  5

  Abstract  

  Diversity began with the Civil Rights Act of 1964. In today’s globalized economy,  

  diversity should be a fact of life. However, there is question whether or not the strides made in  

  diversity efforts are as effective as they could and should be. For this reason, diversity is an  

important  topic to Human Resource managers no matter what industry they serve  

Diversity in the Workplace

Introduction:

Diversity began with the Civil Rights Act of 1964. In today’s globalized economy, diversity should be a fact of life. However, there is question whether or not the strides made in diversity efforts are as effective as they could and should be. (Grossman, 2000) For this reason, diversity is an important topic to Human Resource managers no matter what industry they serve.

Diversity Management vs. Diversity Awareness:

Diversity management can be defined as insuring that the different skills and viewpoints that people of different race, creed, gender, disability, or sexual orientation are valued and utilized within the organization. Diversity management works to ensure that these unique perspectives are implemented to benefit the organization. And that policies and procedures are in place in order to make certain that individuals can be just that - individuals.

Diversity awareness, on the other hand, is the creation of a corporate culture and climate that welcomes this diversity. It is the instilment, in employees and management, of the value of diversity. Diversity awareness makes known, not only to team members but to the outside world as well that the organization knows how powerful and competitive a diverse workforce can be.

Diversity Awareness Program Implementation:

The human resource management functions that are emphasized in diversity awareness include the creation of diversity awareness programs, the implementation of those programs, and the follow-up to determine the effectiveness of the programs. The first task that human resource managers must tackle in the creation of diversity programs is to discuss the importance of such efforts, for the organization, with decision makers. Once the green light has been given, evaluating the existing programs and consultant for diversity awareness in the marketplace is a large task, but must be accomplished. It may even be decided that a custom program is most appropriate for the company.

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