Defining Diversity the Evolution of Diversity free essay sample

It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving ended simple tolerance to embracing and celebrating the rich dimensions of diversity within each individual (cited from http://Gladstone. Oregon. Du/-?commas/ diversitys/definition. HTML). 2. PURPOSE OF THE PAPER This research paper was conducted to see the evolution of diversity deflation across the Industry, specifically In hospitality Industry.This qualitative research use Diversity Task Force study which conducted In 2001 to confirm the definition of diversity, whereby diversity can be concluded as all characteristics and experiences that define each of us as individuals (Kapok, 2011). On top of that, the purpose of his study is: ; to illustrate the emergence of diversity concept into management discussions, ; to discuss how the definition of diversity has broadened over time to become more inclusive, ; to present current concerns with a broad-based diversity definition, ; to put forth researchers own definition of diversity (Kapok, 2011) 3. We will write a custom essay sample on Defining Diversity: the Evolution of Diversity or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page DISCUSSION ON FINDINGS 3. 1 The Emergence of Diversity Concept Into Management Discussions Based on the researchers findings, the entrance of diversity concept Into management discussions was traced as early as 1978 based on Supreme Court Case of Regents of university of California v. Bake. In 1987, report by Hudson Institute known as Workforce 2000 stated that women, blacks, Hispanics and immigrants would make up 85 percent of new Job seekers by the year 2000. In addition, this study also pointed out, more and more individuals are likely to work with people who are demographically different from them in terms of age, gender, race and ethnicity. The formulation of 1964 Civil Rights Acts, Executive Order 11246 and Equal Employment Opportunity Commission (EEOC) in 1965 made it illegal for companies to discriminate In the hiring or managing employees on the basis of race, color, religion, sex or national origin. It is also requires organization to take affirmative action to overcome past patterns of delimitation.In the following year, the protected classes expanded to Include white women, veterans, people over the age of 40 and people with physical or mental disabilities. In sasss, researchers began more diverse workforce can enhance the overall business. Then, managing diversity become one of the economic interest and companies were warned that a failure to effectively manage their diverse workforce would lead to poor performance or even plac e the companys image at risk. In late sass, the recognition that diversity is a laity can be seen and that a companys successes rely on their ability to effectively manage their workforce diversity. Managing diversity focuses on understanding people as individuals, rather than making assumptions about the needs and potential of individuals based on whether that person is of a specific gender or ethnic group. Managing diversity could also be understood as an equality strategy because it claimed to be able to recognize employees differences, while ensuring that policies and procedures did not treat them inequitably. The above emergence on diversity concept further confirmed by Handicap-Egger and Sour (2011) n below summary table of National forms of diversity management.This research summarizes the evolution or velveteen of diversity management cross the world. Table 1: National Forms of Diversity Management I Mobility of diversity management across borders I I Concept management Opportunities Inception SASS I Affirmative action I Equal Employment I Business case for diversity I I I Diversity I management I I Year of Mid sass and early sass Mid sass to early sass 11983 to 11990 I I Countries that adopted I USA 1961 I Canada, K, Australia, 11983-1990 in the US 11990-USA I South Africa 1998However, the above definition of diversity further expanded when Diversity Task Force conducted a study in 2001 which emphasize on: ; The importance of including secondary dimensions of an individual into the diversity definition such as communication style, work style, organizational role/level, economic status, and geographic origin; besides only focusing on primary dimensions such as race, ethnicity, gender, age, religion, disability and sexual orientation. The focus on people with non-visible differences such as sexual orientation. However, the focus is more on how their thinking styles, problem solving approaches, experiences, competencies, work habits, and management style can contribute to diversity evolution. ; The importance to include diversity dimensions which relevant to workplace such as educational aground, work experience, Job status, tenure, learning style, and personality type. ; The differences even within the particular group.All the above evolution in diversity definition further supported and expanded in The Four Layers of Diversity dimensions by Greensward and Rowe (2003). Compared to Narrow View and Board View approached established in mid-sass to define diversity, The Four Layers of Diversity explained below dimensions in defining diversity: ; Personality deals with the stable set of characteristics that strongly influence peoples attitude, perception and expectations of others.These include factors such as age, gender, race, sexual orientation, or ethnicity External Dimension represents personal traits that we can exert control or influence over. They include factors such as income, personal and recreational habits, religion, education, work experience, appearance, mar ital status and geographical location ; Organizational Dimension represents factors pertaining to the organization itself and includes work field, division or unit, seniority, union affiliation, management status and functional level. Handicap-Egger and Sour, 2011) 3. 3 Current Concerns With a Broad-based Diversity Definition This research also highlights some concerns pertaining to broad-based diversity definition in current environment: ; Difficulty to implement diversity initiatives lead to dissatisfaction among employees in the organization. Broad definitions of diversity can obscure issues of intercrop inequality because the management put more focus on managing individual differences that might contaminate intercrop relations. Promotions on diversity programs is yet to prove its effectiveness; especially in diversity training. The result of the research conducted before were still ambiguous in its conclusions. ; Initial intention of the management to adopt a ore broadly defined approach to diversity management become a problem when employee perceive it as management is dealing with individual differences rather than equity. The upbeat naivety of the diversity paradigm may fail to acknowledge past discrimination and therefore may prevent org anizations from preventing future discrimination and racism stated that the organization should acknowledge the cultural and social diversity of where the organization exists; so that the management able to develop proper and suitable diversity initiatives. 4. Researchers Own Definition of Diversity as Conclusion