Diversity and Inclusion in Human Resource Management
- Introduction: Diversity and inclusion enable an organization to leverage strengths by promoting a diverse and inclusive work environment and uphold a competitive edge that is needed in today’s global marketplace. (1 page)
- Thesis Statement: Diversity and inclusion are critical components to an organization’s mission and vision statement, strategic goals and objectives, as well as policies and procedures.
- The meaning of diversity and inclusion can be misconstrued in the current changing global marketplace.
- Diversity in the workplace is seen when an organization employs individuals whose ethnicity, gender, background, experiences, abilities, skills, age, and opinions are varied.
- Inclusion includes: 1) being heard and having an influence on decision making; 2) feeling safe and comfortable at work; and, 3) being given an equal opportunity to move up in the organization. Shore’s research shows that marginalized groups, such as women and people of color, are highly sensitive and responsive to actions of both exclusion and inclusion.
- Creating a culture of true diversity and inclusion can be a challenge, especially when there are misconceptions about how to create a culture that’s unquestionably dynamic. (1.5 pages)
- What makes for a truly diverse and inclusive workforce?
- To achieve a culture of true diversity and inclusion, you’ll need to also address “acquired diversity” not just “inherent diversity” traits.
- Human resource managers need to strengthen employee engagement.