Diversity Essay, Research Paper

By the year 2050, nonwhites will represent close to half of

the U.S. population, according to the U.S. Census Bureau

projections.

By 2005, the ethnic minority share of the workforce is

expected to grow to 28 percent, up from 18 percent in

1980 and 22 percent in 1990. Although the African

American population is now the largest minority group, the

Hispanic and Asian populations are growing much faster.

In 1994, the African American population was estimated to

be 33 million, or 12.7 percent of the total population, up

from 11.7 percent in 1980. By 2025, African Americans

are expected to represent 14 percent of the total.

The Hispanic population is 10 percent of the total U.S.

population in 1994, it is projected to be 17 percent by

2025. The Asian population was 3.4 percent of the total

U.S. population in 1994, it is expected to more than double

by 2025.

With all of that stated, the above statistics should erase any

doubt that workforce diversity is a critical business issue

with serious, bottom line consequences, the Texaco lawsuit

has erased those doubts forever. But a well publicized

racial discrimination lawsuit is just one example of how an

organization can be hurt if it is not actively working to

manage and leverage workforce diversity.

Other organizational costs could include depressed

employee morale and loyalty, increased turnover and poor

productivity. On the other hand, if managed well, a diverse

workforce can boost productivity and creativity, increase

market share and make the organization more responsive

to diverse markets.

As a result of these demographic changes as stated above,

the ability of us as future business leaders to attract, recruit,

and develop a qualified workforce from diverse

populations will become critical for business survival.

As managers, especially in today?s fast paced business

environment we have little time to assess the impact of

diversity efforts. Organizations are under pressure to

improve the product and services they provide to

customers, with greater accountability for achieving results,

for reduced cycle time, and at a lower cost. So, as

managers how do we manage diversity?

I believe, that understanding and achieving diversity is the

key to understanding the complex demands society and the

marketplace place on businesses today. I also believe,

when organizations leverage the contributions of their total

workforce, they not only survive they succeed. So, how do

we get there?

Experience has shown, programs that work have taken

time to develop and communicate the vision have the most

success. I personally, as a manager and future business

leader will be shaping messages and keeping diversity at

the forefront of the minds of my peers and rank and file

employees. I will also spend time learning about workforce

diversity and how it affects bottom line success, this means

tying diversity into the bottom line corporate strategic

issues.

For diversity to succeed it must be seen as inseperable

from stategic issues. I think one also needs to support

efforts of our CEO to lead by example and educate all

employees on the myths and realities of diversity. Top

management commitment to diversity is the most critical

success factor. Let?s face it diversity is a long term

commitment. Make diversity an opportunity instead of a

threat.

We should be shaping messages and keeping diversity at

the forefront of the minds of executives, middle managers

and rank and file employees. I believe in the long run this

will make our organizations stronger, healthier and better

able to take on the challenges of the next century.