Essay on Gender Diversity in the Workplace

It is not up for debate whether women are discriminated against in the workplace, it is evident in census data; in 2013, among full-time, year-round workers, women were paid 78 percent of what men were paid. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work.

Throughout the book The Loudest Duck by Laura A. Liswood, we learn about what it means to be truly diverse and how to obtain this diversity. The book gives many examples of how and why it is important for companies to be diverse. Through this paper I will be outlining the main points the other made and share some of the lessons I feel are important.

Diversity in the workplace is a subject that has gained increased attention in the workplace over the past few years. After all, the impact of affirmative action and equal employment opportunity programs on the nation's work force is undeniable. Women and minorities were the first to dramatically alter the face of the economic mainstream, while gays, persons with disabilities and senior citizens followed not far behind. The result is a diverse American labor force representing a microcosm of our society - yet one that continues to struggle with its identity. 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

Corporate America is seeing a shift in workforce demographics, with the terms “workplace diversity’ being thrown around in meetings across many large organizations. There are many definitions and interpretations of workplace diversity, but the this paper will define workplace diversity as “an environment that maximizes the potential of all employees by not discriminating against age, ethnicity, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital or partner status, military experience, parental status, religious beliefs, work experience or job classification (Futon). Managers of this era have to work alongside individuals who not only come from different ages and educational backgrounds, but also individuals who are of different origins and have roots in many parts of the world. Organizational leaders are convinced that diversity efforts need to be an organization-wide effort in order for it to succeed (Roosevelt 23). The reality is that the American workforce is changing very rapidly and steps have to be taken to adapt to this new environment. This paper will focus on (1) the growing importance of workplace diversity, (2) the benefits associated with having a diversified work environment, (3) methods of increasing workplace diversity and (4) effective strategies for managing a diverse workforce.

I picked this topic because I find it very interesting. Diversity in the work place is an issue but there are more and more improvements on this every year. Now days it isn’t just women being left out of the workplace because people believe that women can’t do a man’s job, you see other issues like women companies who don’t hire men because of judgment. Diversity in the work place is a pretty big issue in this day but for companies to stay competitive with other companies then it is time for them to make some changes in their company. Now diversity in a company isn’t just men vs. women, it goes much higher then that like race, religion etc… Now in this paper I am going to tell you the benefits, challenges, and some tools that companies can

Choosing a study supplier that gives far reaching reporting is a key choice. This supplier would find the outliers in diversity differences that could potentially be eliminated, developed or changed. That report will be the starting structure of your assorted qualities in the working environment arrangement. The arrangement must be far reaching, achievable and quantifiable. An association must choose what changes should be made and a timetable for that change to be accomplished. Having goals and objectives to optimize the team’s abilities is an integral part of making diversity work for management and the

There are many ways to help the LGBT community in the workplace with employee affinity groups, resource groups or business networks. These groups were first started in the early 1990’s to create organizational structures that provide a clear communication between the employees and management (How LGBT Adults See Society and How the Public Sees Them, 2013). They also ensure that the LGBT community have a voice within the organization and they are respected by others. It is important that the heterosexuals are vocal about backing up people with different sexual orientation. For example, Barclays Spectrum, provides support for employees that are within a bigger cooperation (Challenges for LGBT People in the Workplace and How to Overcome them,

Across the world much attention has been given to workforce diversity. As a result of the expansion of the global economy across national territories, and the growth in workforce diversity as it relates to ethnicity, race, gender, age and disability, many organizations are now more intentional in their efforts to enhance and maintain workforce diversity (Peretz, Levi, & Fried, 2015). At the core, diversity is about inclusion. Firms have a responsibility to promote equity and social justice by considering the experiences, perspectives, knowledge, and abilities of various groups of people.

Diversity in the workplace, in terms of gender, race, and other factors, is helpful, necessary, and even profitable, as shown by the four, black female engineers who accepted an award for the tech company Slack for TechCrunch’s “fastest rising startup.” No person’s physical identity should affect whether they get hired or not by an organization or business. In terms of getting hired, a person’s gender or race should not matter, as long as he or she has the right skills and tools for the job. In terms of running a company and hiring a position of power, however, I do not believe that diversity should be the main hiring factor. I believe the most qualified individual should get the job, regardless to if the company has met its diversity quota.

How do you define diversity in a workplace? Do you fall victim to a non diversified workplace where everyone seems out of place? Many people have different views on this the topic of diversity, but do not necessarily understand it fully in a workplace. If your job has numerous age groups, races, religious beliefs, and equal amount of gender, then your job is practicing diversification. A lot of companies are making it more known that they enforce diversity in their workplaces. Three top companies stand out the most because of their name, relevance, and image they portray. Target, Kraft Foods, and Johnson & Johnson are all household names that are gender, race, age, and family friendly. The question is how diversified are they behind the scenes, and how effective are they? In this paper research was done to give insight on job diversification and its effectiveness.

It’s February, which is also Black History month, is here and at CultureIQ, we feel it’s imperative to celebrate diversity. Diversity comes in all aspects of life: ethnicity, gender, socio-economic standing—the list goes on and on. Every person on your team brings a unique perspective to their role, which is why it’s critical to utilize people from different backgrounds. Engaging with people from a variety of backgrounds is not only good for the soul; it’s great for business. Here’s why leaders should champion diversity in the workplace.

In this report, the group has been entrusted with the task of researching issues of workplace diversity in an engineering profession, (mainly from a women’s perspective), i.e., limitations in which women experience through a daily basis. In doing so, this report will reach to the company executive: “EGB100 Ltd”, outlining the findings and recommendations about what benefits, there may be initially for the company in implementing a workplace diversity policy, and thus, what practical steps might be undertaken to foster a diverse and discrimination-free workplace.

Women have experienced a historic situation of inequality in the social as well as professional aspects. Women were normally the ones that would take care of children, do the chores in the house, and in rural areas; they would work in the field with the rest of the family. However, today’s women have become more self-sufficient and independent from the predominant male figure within every historical family. Gender inequality in the workplace is becoming less common; yet, gender is a factor that affects men and women. Especially women have been subjected to a historical discrimination that has influenced society to decide which job is more suitable for women than men. However women have confronted and tried to break down the barriers that

This introduction reviews some of the key issues that have been studied by researchers focused on gender and diversity in organizations. Issues such as discrimination, affirmative action, barriers to career advancement, and sexual harassment at work are discussed. Although the study of gender and diversity in organizations has expanded in the last decade, key areas of research are still underrepresented. Issues for future research in this area are discussed.

The old aphorism, “The consumer is not a moron; she is your wife" has to be rephrased: "The consumer is not a moron; she is your BOSS." How did this development take place? The single most significant reason for this development has been the dawn of the consumer era. Today, it is neither the industry nor the government sector that drives the economy. The expenditure and savings of the household sector have become the driving force of the urban industrial economy. The growing economic power and autonomy of the woman is giving her greater power in the boardrooms also. This is because she is the consumer and understands both the needs of the household as well as another woman