Creating a diverse organization requires a diverse culture. Diversity is defined as an individual having variations when compared to another (Linge). In addition, each individual is unique and no physical trait or variation foresees capabilities, behaviors, motivation or achievement (Linge). In a diverse culture, the aforementioned characteristics are embraced. At each level of diversity, the kind that has to do with opportunity and promotion, speaks to an organization’s culture (Daniels, 2004).
As individuals we each contribute talents and skills to an organization regardless of belief systems, language, culture, or places of origin. The wise employer acknowledges these contributions as essential for good business practice. Today’s organizations must be able to achieve and maintain diversity in their workforces. Not doing causes missed opportunities and negative outcomes.
The following information report delineates some aspects necessary in creating a diverse culture. The information provided is obtained from 50 best companies for minorities and other sources. Many minority-friendly companies have set an example in creating a successful, diverse culture. It is essential and beneficial for the employer to regularly remind employees in working towards diversity. I truly believe that our organization can benefit from a more diverse culture by full engagement of these aspects.
Efforts to Hire, Retain, and Promotion of Minorities
As Fortune’s list of the 50 best companies for minorities illustrate, these firms make efforts to hire, retain, and promote through the ranks. A simplistic thought on achieving these efforts is rooted in placing value and in nonessentialist thinking described below. Corporations should define diversity such that “everyone’s diversity is valued” according to Marilyn Loden, a nationally recognized
CREATING A DIVERSE ORGANIZATION 3
organizational change consultant (Canas & Sondak, 2014). Loden views diversity as “important human characteristics that impact individuals’ values, opportunities, and perceptions of self and others at work” (Canas & Sondak, 2014).
Also, diversity should be based on nonessentialist thought steering away from categorizing people and making the assumption that a characteristic or a set of them, is an essential nature of all members of a certain group better known as essentialist thinking (Canas & Sondak, 2014).
One of 50 best companies for minorities, listed as Number 6, the U.S. Postal Service based out of Washington, is a good example of placing value and nonessentialist thinking; they have 59% new hire minorities (Daniels, 2004). It manages to maintain highly rated efforts to ensure a diverse workforce from the beginning, (Daniels, 2004).
Involving Outside Minority Communities
Fortune’s list of the 50 best companies for minorities, actively interact with outside minority communities to enforce their diversity efforts (Daniels, 2004). PNM...