The first of October 2017, a day which will be remembered especially within the LGBT-community of Germany, is actually more than that, a sign crossing our borders. Full marital and adoption rights for same-sex couples have been legalised by passing the parliament. The workforce of todays globalized world is highly diverse, not only in terms of sexual orientation, but additionally in race, religion, gender identity and much more. But what does LGBT mean for organizations regarding diversity and its positive impact on their performance?
Table of Contents
1. LGBT policies and its impact in Organizations
2. Religion and its impact in Organizations
Objectives and Topics
The primary objective of this assignment is to analyze how diversity-supportive organizational policies, specifically regarding LGBT inclusion and religious recognition, influence the overall performance and competitive advantage of companies in a globalized business environment.
- Impact of LGBT-supportive policies on organizational performance
- Role of workplace culture in employee recruitment and retention
- Economic and psychological effects of diversity management
- Influence of religious values on organizational ethical behavior
- Integration strategies for diverse and intercultural workforces
Excerpt from the Book
1. LGBT policies and its impact in Organizations
The first of October 2017 – a day which will be remembered especially within the LGBT-community of Germany, it’s actually more than that, a sign crossing our borders. Full marital and adoption rights for same-sex couples have been legalised by passing the parliament. The workforce of todays globalized world is highly diverse, not only in terms of sexual orientation, but additionally in race, religion, gender identity and much more. But what does LGBT mean for organizations regarding diversity and its positive impact on their performance?
In July 2017, the European Commission published a communication paper explaining their policies containing a diversity-supportive approach within the organization. Regarding LGBT-staff, the EU stated: “(…) inclusion can mean putting measures in place to help all employees feel comfortable and confident to be open about their LGBTI identity and fully participate in the social dimension of the workplace”. Moreover, the commission commits to “Implement a human resources policy where diversity is regarded as a source of enrichment, innovation and creativity and where inclusion is promoted by all managers and all staff (…)”. The first part of the reference shows the overall problems the LGBT-community has to deal with and how the European Commission seeks to solve this problem by providing a frame of information including communication and environment policies. The second part clarifies that the European Commission judges diversity as a crucial benefit within the organization.
Summary of Chapters
1. LGBT policies and its impact in Organizations: This chapter examines the correlation between LGBT-friendly corporate policies and business performance, highlighting how inclusivity fosters job commitment and competitive advantages.
2. Religion and its impact in Organizations: This chapter explores the role of religious values in shaping corporate ethical behavior and discusses strategies for managing religious diversity within intercultural team environments.
Keywords
Diversity Management, LGBT Policies, Organizational Performance, Employee Commitment, Workplace Culture, Human Resources, Inclusion, Religious Values, Ethical Behavior, Competitive Advantage, Innovation, Recruitment, Employee Turnover, Intercultural Teams, Talent Management
Frequently Asked Questions
What is the core focus of this assignment?
This assignment investigates the relationship between diversity-supportive management practices—specifically LGBT inclusion and the accommodation of religious beliefs—and a company's general performance and competitive standing.
What are the central thematic areas discussed?
The main themes include organizational diversity, the economic impact of LGBT-friendly policies, the role of religion in corporate ethics, and strategies for creating an inclusive work environment.
What is the primary research question?
The central question is how diversity in human resources influences the general performance of companies and whether such policies translate into measurable business outcomes.
Which scientific method is applied in this paper?
The paper utilizes a literature-based research approach, drawing upon empirical studies, European Commission reports, and academic perspectives on diversity management and economic growth.
What is covered in the main body of the work?
The main body is divided into two distinct sections: one analyzing the impact of LGBT-supportive policies on performance, and the other discussing the integration of religious beliefs within organizational structures.
Which keywords best characterize this work?
Key terms include Diversity Management, LGBT Policies, Organizational Performance, Inclusion, and Competitive Advantage.
How does job commitment relate to LGBT-friendly policies?
Research suggests that companies with LGBT-supportive policies experience higher job commitment because employees feel valued and their needs for a respectful, inclusive environment are met, which in turn boosts productivity.
Why is the inclusion of religious diversity important for companies?
Recognizing diverse religious confessions helps in managing intercultural teams peacefully and can enhance ethical behavior and moral authority within the organization, provided there is a balanced, inclusive framework.
What impact does the "three T's" concept have on innovation?
The concept (Technology, Talent, and Tolerance) suggests that a diverse and tolerant work environment attracts creative talent, which is essential for fostering innovation and achieving economic growth.
- Arbeit zitieren
- Manuel Jacoby (Autor:in), 2018, Diversity in Human Resource. The Influence of the general Performance of Companies, München, GRIN Verlag, https://www.grin.com/document/985640
