DIVERSITY IN ORGANIZATIONS

DIVERSITY IN ORGANIZATIONS

INTRODUCTION

For decades, managing diversity has been a significant challenge for many organizations. However, in the last 2 decades (20years) organizations have started to realize that differences in race, gender, age, religion and sexual orientation among several other factors can be leveraged for to the advantage of a company, not just manipulated or managed to avoid lawsuits. As a matter of fact, 40 years since the civil rights movements led to the development of a complex structure of anti-discrimination laws in the U.S, big organizations have surpassed the requirements required by various legislations to do their best and leverage the differences among their employees to hire, retain and empower quality talent available regardless of differences that may exist (Slocum, 2007 pg 44). Recent discussions on the issue of diversity have focused on possible economic benefits that may be achieved if organizations will be willing to embrace fully diversity and exploit it to their own advantage. Largest organizations have given the topic of “managing diversity” given the fact that work force diversity has been on the rise in the recent past due to factors such as immigration and demographic shifts

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