FROM AA TO WORKFORCE DIVERSIFICATION PROGRAMS 6
How does diversity management differ from EEO or AA? Isn`t thisjust "old wine in new bottles"?
EEO and AA are two different aspects from diversitymanagement. However, it is vital to point out that diversitymanagement has emanated from the efforts of equal employmentopportunity and affirmative action. Diversity management seeks toensure that different people from varying regional backgrounds, race,color, gender and sexual orientation work together harmoniously inthe workplace. Diversity management has also sought to ensure thatthe diverse people in the workplace provide valuable diverse viewsand skills. EEO on the other hand seeks to ensure that all people aretreated equally in the employment process regardless of their color,gender, sexual orientation, race or country of origin (Klingner etal., 2010). There are instances where EEO efforts are not sufficientto deal with the problem of social equity. In such times, employersapply the AA proactive efforts in order to ensure that there is nodiscrimination at the workplace whatsoever. It is therefore clearthat diversity management is distinct from EEO and AA although theyseek to address the problem of social equity.
Why does diversity management require changes in our mission,culture, nor values? It`s just a perceived issue, right? Can`t wejust say we value diversity, and let it go at that?
There is need to change the mission, culture and values inthe workplace. These aspects constitute the organizational culturethat determine the way employees interact with each other. Employeesin an organization develop a culture that is tailored at meetingclient’s needs (Naff et al., 2013). This culture is normally passedon to the new employees. Diversity management changes the wayorganizations do business and therefore needs a change in the cultureof the particular organization. This will change the way employeesinteract with each other at the workplace hence increasingproductivity.
It is also vital to note that diversity management affects humanresource management policies hence requiring a change in theorganizational structure. The areas of human resource policies thatare affected include recruitment, job design and performancemeasurement. More often than not, a majority of organizations will beset to achieve certain missions in regard to social equity (Klingneret al., 2010). Such missions might be based on AA and thereforediversity management may call for their changes.
How will diversity management programs affect these specific areasof human resource management policy and practice recruitment andretention, job design, education and training, benefits and rewards,and performance measurement and improvement?
In recruitment and retention, diversity management focuses more onthe internal performance of the organization than the externalrepresentation. Diversity management’s key objective isproductivity through the available diverse workforce. Diversitymanagement focuses more on the positive side of diversity rather thanthe negative.
Job deign will have to incorporate locations that women withchildren can be able to move back and forth. The working environmentmust also be accommodative for the employees with disabilities. Thiswill create a harmonious working environment and enhanceproductivity. There needs to be a supervisory role in the training onmatters of policy and compliance. Diversity management will affectthe identification of harassment in the work place. Diversitymanagement would recommend the use of employee assistance programs,to enhance diversity at the work place. Diversity management affectsperformance measurement and improvement in that the managers are nowtasked with the responsibility of ensuring that a diverse workforcehave different motivational needs.
Won`t this put the AA office out of business? How will you eversell it to them?
The advent of diversity management has no intention to putthe AA office out of business. Although some of the policies in humanresource management that associated with AA will be affected, it isimperative to note that affirmative action will remain a significantprinciple in dealing with issues of social equity (Mor-Barak, 2013).Diversity management, as mentioned earlier deal with the internalproductivity and harmony amongst the employees as a result of theirdiverse backgrounds, color, race, gender and sexual orientation. AAon the other hand concentrates more on the outside where it seeks toset quotas for the recruitment of minority groups and representation(Klingner et al., 2010). In other words, AA appears like it generatesthe work of diversity management.
It is imperative to ensure that the AA office understands thatdiversity management does not seek to eliminate it but rather it isthere to ensure that both work in harmony in the enhancement of theorganization’s productivity. Whereas AA laws demand that anorganization recruits people from the minority groups and women,diversity management seeks to ensure that these various groups ofpeople work in harmony and enhance the productivity of theorganization.
Has anyone else done this before? What results did they see?
Diversity management has been an ongoing process in a vastmajority of organizations. It is apparent that America has one of themost diverse workforce in the entire world. As a consequence, theprocess of diversity management cannot be avoided if theseorganizations have to succeed. Whereas there might be barriers suchas language, research has indicated that organizations that haveadopted diversity management have recorded tremendous growth. It isvital to note that diversity management has also ensured thatemployees are satisfied at the workplace.
If we`re going to do it right, what are the characteristics of asuccessful diversity management? Of an unsuccessful one?
A successful diversity management program requires variouscharacteristic. To start with, diversity management call for a changein culture in an organization. The culture of the employees must beassessed to determine how their view the organization. Secondly,research has indicated that diversity must be defined accordingly inorder to implement a successful diversity management program.Furthermore, top level managers must show their commitment in settingout diversity in the workforce as an essential part of theorganization rather than as an AA legal requirement (Klingner et al.,2010). Diversity management must have set objectives and must alsowork with the managerial performance if it has to be successful. Anunsuccessful diversity management program will portray the directopposite of the above discussed characteristics. For instance, adiversity management program that does not cooperate with themanagerial performance and does not seek the commitment of the toplevel managers is bound to fail.
Naff, K.C., Ricucci, N., and Freyss, S.F. (2013). PersonnelManagement in Government: Politics and Process (7th Edition).Boca Raton, FL: CRC Press.
Klingner, D.E, Nalbandian, J., and Llorens, J. (2010). PublicPersonnel Management: Contexts and Strategies (6th Edition). NewYork: Longman/Pearson
Mor-Barak, M. E. (2013). Managing diversity: Toward a globallyinclusive workplace.