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Alberto Ramos
MBA 5X01
Dr. Rebecca Dowden
November 13, 2016
Does a company need to implement a workplace diversity method to improve its
business?
Introduction
Women, Hispanic, Asian, and African American, which are considered as
minorities, they have been growing since 2004 and are gaining more participation
in the U.S. labor market. Therefore, they are not considered as minorities
anymore by state and local government, and workforce is moving towards a
more equal gender, race, and age (Ward-Johnson 15). Subsequently of these
changes in labor forces, “many companies see that workplace diversity is a vital
strategic resource for a competitive advantage” (qtd. in Ward-Johnson 15).
According to Nixon and West America is more diverse that ever. If it does not
extend to other people, and try to get the best and unique contribution from each
individual and then use in achieving organizational goals, it is not going to
succeed in this globally market (4). The research highlights benefits from
implementing it, which are enormous and overshadow some problems during
implementation of workforce diversity. Besides, the paper developed fact and
figures to illustrate how workforce diversity improving innovation and productivity,
corporate brand and reputation, and employee engagement will enhance
company’s business.
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Diversity definition
Heather Wyatte-Nichol and Kwame Badu Antwi-Boasiako agree with
Society for Human Resource Management (SHRM) about diversity concept. The
SHRM defines diversity as:
The term is often used to refer differences based on ethnicity, gender,
age, religion, disability, national origin and sexual orientation, diversity
encompasses an infinite range of individuals’ unique characteristics and
experiences, including communication styles, physical characteristics such
as height and weight, and speed of learning and comprehension (qtd. in
SHRM 751).
Innovation and productivity
Companies are making great strides along the diversity path because they
are seeing the benefits of embracing diversity in the workplace with different
perspectives. For instance, the Real State Industry in United States is taking
diversity strategy as a route for business to meet successfully its mission, goals,
and objectives. Additionally, “committing to diversity is not just a numbers game,
it’s a mission” (Hunt 29).
There are other companies recognize that needs for diversity and also real
state management companies do. Kristin Gunderson Hunt reports that:
The SHRM survey, Workplace Diversity Practices: How Has Diversity and
Inclusion Changed Over Time? Released in October 2010:68 percent of
companies that responded reported they have developed specific
workforce policies and practices. (30)
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The study brings up important outcomes of such initiatives are enhanced
image of the company, reduced cost associated with turnover, absenteeism, and
low productivity. Consequently, improved financial bottom line, increased
organizational competitiveness. Also, decreased in complaints and litigation and
improved retention of a diverse workforce (Hunt 30).
Real state industry is a local, national and global business because of
their costumers. As a result, they must have a strong diversity approach in order
to seize the potential that diversity has to offer to them and be successful in the
market. Hunt highlights that real state experts said:
Organizations with employees of all backgrounds have immense business
potential. More than anything, they touted the creativity of teams with
