Principles OF Management
Diversity & Diversity Management in the Age of Globalization
Diversity and Diversity Management in the Age of Globalization in Workforce demographics have changed tremendously over the last 50 years, and continued changes are expected. Economies are now globally determined and multinational organizations are becoming the norm rather than the exception. Today, most organizations have been or soon will be impacted by these changes. As a result, diversity and diversity management within the organizational sciences is one of the most dynamic areas for theory building and research. Organization wide implementations have relied on the case study to investigate the outcomes, which have yielded mixed bottom line results. The true impact of diversity and of diversity initiatives is complex, and requires a comprehensive and multidisciplinary approach. The future changes forecast for globalization demand that the effects of diversity and their resulting applications be studied. Diversity as a social condition is not new to America. We were founded as a nation of Diversity. “America has always been a merger of cultures and, as such, has undergone periods of discomfort as the world's melting pot” (HistoryChannel.com). Ostensibly, the modern American workplace is a simmering pool of diversity. Focused in its early years on racial equality, the movement widened its scope to include equality based on gender, age, sexual orientation and disabilities. And as members of these various groups struggled for recognition, they developed a new sense of pride in what made them distinctive. This sense of pride in diversity has led the nation to where it is today. It is important to identify various dimensions of workplace diversity. Studying diversity in your company is very important.
Defining diversity requires a consideration of its historical antecedents, which includes the civil rights movement and affirmative action. Managing the changes in the workforces of organizations is the notion of diversity management. During the early era of diversity management racial differences were defined differently than modern day. Defining diversity management from an organizational perspective requires first a definition of workplace diversity itself. These definitions of diversity have evolved significantly over time. Early efforts defined diversity almost exclusively in terms of race and gender differences in the workforce. In some sense, the terms diversity and race and gender were treated synonymously during the 1990s. Since then, however, the meaning of these terms has expanded. In addition to race and gender, individuals with disabilities, older workers, and foreign-born workers (to name only a few examples became recognized for their contributions to workforce diversity. Beyond the incorporation of additional demographic differences, as efforts to address organizational diversity increased, researchers began to look at a...