VALUE DIVERSITY

After reading this chapter, you should be able to:

Explain how U.S. demographics shifts affect workplace diversity.
Understand the melting pot myth.
Defend the business case for valuing diversity.
Put in plain words the EEO Laws.
Describe sexual harassment types and requirements.
Diversity is about recognizing, respecting and valuing differences based on primary differences
such as ethnicity, gender, color, age, race, religion, disability, national origin and sexual
orientation. It also includes an infinite range of individual unique characteristics and experiences,
such as communication style, career path, life experience, educational background, geographic
location, income level, marital status, military experience, parental status and other variables that
influence personal perspectives.

These life experiences and personal perspectives make us react and think differently, approach
challenges and solve problems differently, make suggestions and decisions differently, and see
different opportunities. An organization can minimize the costs that are associated with a lack of
managing diversity comprehension by understanding what diversity is, why it matters, and how
to effectively manage a business in terms of diversity.1 The first approach addressed in the text
to effectively manage those primary differences listed above is valuing diversity (accepting,
understanding and respecting diversity).

Valuing diversity is necessary because of the demographic shifts that affect the workplace,
because it makes good business sense to do so and also because of the laws created to promote
equal opportunity despite race, religion, age, sex and physical or mental ability.2 As we continue
considering why we should value diversity in the workplace, lets look further at the
demographic trends and changes affecting the U.S. population and thus the U.S. workplace.

Demographics Say We Should Value Diversity

According to the 2011 Changing Demographic Profile of the United States created by Laura B.
Shrestha (Domestic Social Policy for Congressional Research) the United States is the third most
populous country globally and accounts for about 4.5% of the worlds population. This report
indicates that the U.S. is indeed becoming more diverse as it is not just growing in size but is
also getting older and more racially and ethnically diverse. More than just being double in size,
the population has become qualitatively different from what it was in 1950.

Examples of Diversity in the Workplace

Workplace diversity exists when companies hire employees from various backgrounds and
experiences. Many companies see workplace diversity as an investment toward building a better
business. Although workplace diversity provides many benefits, it also poses many challenges to
employees and managers. To reap the benefits of workplace diversity, employees and managers
must understand the challenges and know how to effectively deal with them.

Communication
Communication barriers lead to problems in a company attempting to create a diverse workplace.
When a U.S. company hires employees of other cultures whose first language is not English,
employees and managers may experience difficulties communicating with one another. This can
lead to misunderstandings and a decrease in productivity. For example, if a manager gives
instructions about completing a certain task to an employee who fails to fully comprehend the
instructions, the employee may make mistakes if he tries to complete the task without receiving
clarity. Sometimes it helps for companies to hire bilingual employees who can mediate and
reduce language and communication barriers.

Opposition to Change
Although workplace diversity benefits an organization as a whole, some employees and
managers may not react positively to changes made. Employees who oppose workforce diversity
usually reject new ideas and make work environments more difficult. If the company doesn't
handle opposition properly, workplace diversity initiatives may not provide the intended benefits
to the company. To deal with opposition, companies should explain the reasons for diversity and
what benefits changes in diversity bring to management and employees. Alleviating fears some
people possess about workplace diversity may reduce much of the opposition.

Implementation
Although on paper workplace diversity may seem like a good idea, many companies experience
challenges when attempting to implement changes. Employers must develop strategies for

implementation, analyze results and make necessary changes if results do not meet the
established goals. The implementation process may present challenges to everyone involved, and
frustrations may arise because implementation is not as smooth as expected. To help with
implementation, employers may decide to hire experienced professionals who specialize in
workplace diversity. Experienced professionals understand the challenges and know how to
handle them.

Managing Diversity
Once workplace diversity is implemented, companies must effectively manage the changes in
policies. This presents a challenge for many organizations. Challenges in managing workplace
diversity can stem from several reasons, such as taking the wrong approach to solving diversity
issues. For example, a company may adopt affirmative action policies in an attempt to solve
diversity problems. Affirmative action is about giving opportunity to previously disadvantaged
workers. Hiring based solely on race may not solve diversity issues. According to Lawrence
Herzog of HCareers, managers face challenges when new employees from diverse backgrounds
interact with long-standing employees. Many companies offer training programs to managers to
help them effectively manage their newly diverse departments.