Mastodon

Month: September 2014

Gender Diversity in the Workplace

Gender is normally a factor that influences the role that people have within their society.  Societies expect specific behavior patterns from the two genders.  People are expected to behave in a certain way which makes them an acceptable part of the society. The difference in these gender roles can be observed everywhere including the workplace.  Apart from the physical differences, there exist the mental differences which distinguish both the genders. Females are generally stronger in their language skills which enhances their writing skills while males are stronger in their visual skills.

Males and females have specific attributes to contribute to the workplace. Gender differences consist of both physical and emotional factors. These physical and emotional characteristics influence the behavior of males and females in the workplace. Various psychological and physiological factors allow men and women to differ in perception. These differences in perceptions can be an asset to workplaces when gender differences are managed correctly by employers. Employers should be willing to accept gender diversity within the workplace and encourage input from both genders when important decisions are being made.

Some organizations still are hesitant to maintain an adequate gender diversity within their organization. For many years the dominant group in the workforce was always men, but in modern times this has begun to change as there has been an increase of women in the workforce and upper management positions. This change has made it necessary for managers to develop practical techniques and strategies to successfully manage a more mixed gendered workforce. In many workplaces an overhaul of all operating practices would be required to retain women and enable them to take on management positions in large numbers. There still needs to be more progress made to increase the gender diversity within workplaces, but with the implementation of effective strategies gender diversity can be a significant asset.

This article was contributed by volunteer blogger Shan Simpson.

[youtube https://www.youtube.com/watch?v=SwTVf3KnDl4]

Diversity in Disabilities

Diversity consists of the ways that people differ from each other.  There are diverse types of disabilities including physical disabilities, mental disabilities, and even emotional disabilities. These disabilities can create several challenges for disabled employees. Every person, whether disabled or not disabled, possesses diverse individual strengths and weaknesses. Workplaces obviously need to become aware of the strengths and weaknesses of each employee.   

A physical disability is a limitation on a person’s physical functioning, mobility, dexterity or stamina

A mental disability is a significant behavioral or psychological syndrome characterized by a lower mental ability than an average person. An emotional disability is a condition that, over a long period of time, consistently interferes with a person’s learning process and adversely affects the person’s workplace performance.

I was born with the physical disability Spina Bifida which has caused my lower body to be weak.

I have used a wheelchair for several years. It has also been difficult for me to find job in the small community where I live due to accessibility issues. It is also challenging for me to be as mobile during the winter months due to bad weather. However, I do have skills and abilities that could be useful within a workplace.   

Workplaces need to be aware of disability issues and address these issues properly so that the workplace can function as effectively as possible. Training is one of the most important aspects that will eventually deal with most of the factors concerning disabilities in a workplace. When a person with a disability is hired this person may require different training methods to help this person to be successful within the workplace. Specific training strategies for him to sharpen his skills faster. Reasonable accommodation is another important element. Employees with disabilities deserve an accommodation that suits their rational requirements for expected productivity. Communication with these employees is another factor you need to pay heed to. If an employee has problems with speech, ask him again what you don’t understand. Just because he cannot take active part, doesn’t mean he/she isn’t allowed to participate in activities/discussions/meetings. These strategies could be useful to allow the workplace to function more effectively and efficiently.

This article was contributed by volunteer blogger Shan Simpson.