Skip to main content

The Effectiveness Of Racial Diversity In The Workforce


Over two decades have passed since positive action became official, thrusting the question of racial diversity in the workplace back into the public consciousness and into the forefront and most often into the crosshairs. Many studies over the years have concluded that racial discrimination is alive and well within the workplace. Although there have been no hard and fast conclusions as to whether or not racial discrimination occurs more frequently or even when any at all, one thing is sure - it exists. And while some companies have come forward and took swift action against this sort of conduct, many others have remained mum or have done little more than shill some politically correct propaganda in an attempt to cover their bad actions.

While it is true that the number of complaints filed each year has decreased as companies come under pressure to become more diverse and inclusive, many people are still struggling to work in an environment where racial diversity is so rampant. Recent studies have shown that the number of blacks, Latinx, Asian, and American managers has actually increased, but those same executives who would benefit from such positions are also leaving the industry because they simply do not believe they can be successful at their job without an extra dose of preferential treatment from an upper management position. While many people blame the media for perpetuating a myth that employers will discriminate against employees on the basis of race, the sad truth is that the vast majority of companies do nothing to discourage this thought process and this myth. On the contrary, many employers have taken steps toward creating more equal employment opportunities for all employees, yet those same companies continue to provide barriers to racial diversity in the workplace that keep qualified black and Latinx workers from getting promoted to senior management positions.

It seems that there are two ways to deal with racial discrimination in the workplace; you can either deal with it or not deal with it. Some people say you can't win with positive action while others think you can. With the growing calls for change within the United States, companies are finally beginning to take a stance on this racial disparity in the workforce. While companies may never eliminate racial discrimination, the changes are beginning to happen, even from a superficial level.

Companies large and small are now taking a more proactive approach to their recruitment practices. They are conducting recruiting drives focused specifically on increasing the diversity of their workforce. In some cases, they are doing this by hiring former employees or minority individuals who have been successful in their careers at another company and then grooming them to work at their own workplace. For example, if an employee already has experience working in sales in a predominately white environment, they may be encouraged to apply at a predominately white office.

In other instances, the company may be hiring from a non-traditional area of employment. For example, community college employees are starting to pick up on marketing courses that teach them how to market themselves on the job. This is a great way to add diversity that can be used right away. Many community college students are also starting to think about the importance of higher education. This means that these same students are gaining experience that will give them the edge when it comes to landing a great job in the future.

Most companies are aware of the risk that exists by allowing racial discrimination to take place within their workplace. It is becoming increasingly more common for companies to be sued because of this issue. A person who feels discriminated against because of their race has the right to take legal action in court. If the company has a true intent to discriminate, they are liable to a lawsuit.

Another benefit of increased diversity is the fact that employees tend to enjoy themselves more when they work in a diverse office environment. Employees who feel welcomed and respected in their position tend to do their best work. They feel connected with the company and its ideals. This increases productivity because everyone is focused on the goals of the company. Diversity can work for the good and help to make a company more successful in its area of focus.

These are just some of the many benefits of diversity. There are many more that are not as obvious to the point of view of an employer or a business owner. There is a significant impact on a company and how well they are run if they do not have the necessary diversity in their workforce. This can be the difference between thriving and failing.


Popular posts from this blog

Focus on what you are good at doing.

The best leaders are not just talented or diplomatic , but they are also good at focusing on what they are good at doing. People have many skill sets in the business world . Some people are good at marketing but bad with numbers. Others are natural leaders, but they couldn't tell a marketing campaign from their own shadow. This is where the idea of focusing on what you are good at comes into play. It's not about being the best at everything or having ten different jobs on your resume - it's about focusing on what you are naturally talented in and making sure that you're good at it before taking over other areas of the business too. We are usually directed most strongly towards our strengths, whether we know them or not. Learning will come the easiest in the areas of our strengths.  Is it possible for you to be a good leader in every area? Of course not. It is simply not possible for anyone to be an expert in everything. If you try to be an expert in all aspects of y

Why Are Some Managers Treating Employees Differently?

  Why are some managers treating employees worse than others? Is it because some employees think they deserve it, while others think the same thing? One reason that managers can be different from one another is because of their personality. Some personality types are very compassionate, while others tend to be more forceful and direct. These personality types need to know how to deal with employees in the same manner so that they can also understand how they would act if they were the boss. Some people may believe that managers are being unfair by treating employees in a different way. However, there is nothing that the manager can do, if the employee doesn't want to quit. The only thing a manager can do is learn how to make employees treat him or her in a way that is consistent with what other managers have done in the past. Some people believe that employees deserve a salary increase or a promotion because they have worked hard for the company. However, others will argue that it

Bob Iger to return as CEO of Disney.

Bob Iger will succeed his handpicked successor, CEO Bob Chapek, whose two-year tenure has been marked by conflicts, gaffes, and a deteriorating financial performance. Bob Iger is the enterprising entertainment executive who brought Star Wars, Pixar, and Marvel under the Disney marquee and challenged Netflix's streaming hegemony. Two weeks prior, Disney's quarterly financial performance, a rare occurrence, fell far short of Wall Street estimates on both profit and revenue, sending shares down 12%. The Walt Disney Co. shares have decreased 40% so far this year. At the opening bell on Monday, the company's stock increased 8% as Iger's appointment took effect right away. Reports that Iger was first approached by board members about a potential comeback on Friday sparked the uproar at Disney immediately. After serving as executive chairman for two years, Iger finally left Disney near the conclusion of the previous year, guiding Chapek and ensuring a peaceful transfe