Best Practices in Some companies One of the companies with the best human resource practices, and which I would like to borrow from so as to improve the relations among the employees in this organization, is Coca Cola. The Company has made it an official policy to have maximum respect for human rights as well as workplace rights The Coca- Cola Company, The company makes this knowledge available to every employee, and ensures they abide by it.
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 Diversity in the workplace research papers 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. Class When sociologists work with the category of social class they are working with a slippery concept.
Unlike race or gender, people are able to change class. Class refers to a group of people who share common economic positions and opportunities in an economy. Given the relatively similar economic status, they are afforded like opportunities for education, health care, jobs, and other economic benefits.
Generally speaking there is an upper, middle, and lower class. Within each of these levels there can be additional sub-classes. For example, in the upper class there can be the wealthy and the middle upper class. In the lower class there can be the working class, poor, and underclass.
Where the economic line lies between classes in terms of wages is debated. What is not debated is that most people are unaware of their class. Among these are sexual orientation, physical ability, age, and religion. Sexual orientation may be toward the opposite sex heterosexualitysame sex homosexualityboth sexes bisexualityand neither asexuality.
Some sociologists believe sexuality to be genetic, while others label all types of sexual orientation, including heterosexuality, as socially constructed.
Physical ability is also a category to be considered in diversity.Research stated that the Canadian companies leading the way in the area of diversity management have discovered that by embracing the elements of ethnic and cultural diversity in their workforce they have enhanced their ability to understand and tap new markets, both within Canada and abroad.
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.
Diversity in the workplace is a topic that many industries and organizations spend an abundant amount of time and training on in order to ensure its presence.
Today's workplace is more diverse than it has ever been in history.4/4(1). Diversity in the workforce is an offshoot of anti-discrimination legislation which seeks to bring workplace harmony, growth, productivity, creativity and profitability to organizations, through.
What does diversity mean in the workplace - vetconnexx.com Diversity in the Workplace. Diversity in the workplace The work place as we new it, is no longer black and white. Continue for 5 more pages» • Join now to read essay Diversity in the Workplace and other term papers or research documents.
Read full document Save. Download as (for upgraded members) Abstract Workplace diversity is a /5(1).