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Voices of our Nation

4 Essential Tips for Workplace Cultural Acceptance

When working at an environment that is home to people from diverse backgrounds, it is important the workplaces know these cultural and individual differences in order to have programs or diversity. A means to bond rather than wedge a divide between them. It might not seem like much. A harmless holiday celebration without negative impacts on others but these little celebrations of one culture could be a sign of spreading disgruntlement.

Some adoptable strategies:

  • Weekly meetings – not simply a chance for a wonderful work-related update, but also gives a chance to talk and know if there have been issues. This maintains a line of communication with employees.
  • Call out unacceptable behaviour – if you see someone taking an opportunity to put down someone else based on something they do not have any control over (e.g., race, sex, gender, age, skin colour, hair type, and so on), then call them out on it. If the management does not see it and correct it, then it could perpetuate.
  • Encourage your employees to report potential instances of workplace discrimination – this perpetuates a healthy employer-employee relationship and creates an environment where employees feel heard, respected, and treated with dignity.
  • Try encouraging acceptance of all cultures by having a team potluck lunch/dinner – it will encourage them to know each other and one another’s their culture, and provide a chance to bond over something that has worked like a charm for centuries: food.
  • It is difficult to change cities, maybe start a new job in a new field, a career away from home, or have other woes, no matter what problem one might face, non-acceptance by fellow workers could be the worst of them all. Imagine spending 8-9 hours in the company of fellow coworkers who do not accept you probably silently judge you as well.

    It is important for the management to step up and bridge the divide between the employees and let acceptance seep into the core of the company’s structure. Once it’s a part of the foundation, the company will emerge stronger than ever.

    This article was written by volunteer blogger Riya Prem Raaj and edited by volunteer editor Scott Douglas Jacobsen.

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    Voices of our Nation

    Fire Safety & Prevention

    Fires destroy property, cause injuries, and take lives. The goal of fire prevention is to educate the public to take precautions to prevent potentially harmful fires. The general population needs education about the dangers of fires and how to survive a fire. Fire prevention is a proactive method of reducing emergencies and the damage caused by them. To prevent a fire, the objective is to keep sources of ignition and fuel separate from one another.

    The best defense against fire in the home is preparation. People should create an evacuation plan. This plan should be regularly rehearsed to avoid panic and confusion in the event of a fire. Fire hazards, such as matches and lighters, should be kept out of the reach of young children. Small fires should be put out with a fire extinguisher if possible. Large fires, or fires that begin to spread, should be left for firefighters.
    Smoke alarms should be placed properly in homes and checked regularly to ensure the smoke alarms will notify people when a fire occurs. To get help as quickly as possible, children should know to dial 911 as soon as a fire is noticed. People are approximately 66% more likely to sustain a serious injury or death in homes without smoke alarms. Smoke alarms will not eliminate the risk of dangerous situations, but smoke alarms can reduce the risk of serious injury or damage occurring in the home from fires.

    Fire safety and education should start early even if this training is only basic, to begin with for children. A fire extinguisher is an active fire protection device used to extinguish or control small fires in emergency situations. A fire will generally be a more traumatic experience for children than for adults. Developing and reviewing a simple fire plan can help children to minimize panic and to stay focused on escaping the dangerous situation. Children must know how to call for help, use a fire extinguisher, how to get out of a burning building, and what actions to take should their clothes catch on fire. Young children may learn this kind of information using simpler language and visuals, so they understand as much as possible.

    Mental or physical disabilities can create barriers that can increase the risk of serious injury or death from a fire. Each person needs to have a strategy for getting out of a building quickly in the event of a fire or another emergency. Fires can happen whether we are at home, at work, or in a public area such as a mall, theater, or hotel. Anyone who has reduced mobility, a speech, hearing or visual impairment, or a cognitive limitation may need assistance to evacuate a building in an emergency. Preparation and planning are the keys to surviving in an emergency situation. Strategies should be in place to prevent injuries for all building occupants. The more information captured in emergency procedures and plans, then the better equipped emergency managers will be in the event of an emergency.

    In most Canadian provinces, building managers are required to maintain a list of at-risk individuals in their building, whether a workplace or a residential building. While individuals are not obligated to identify as being at risk, it is in their best interest to communicate their evacuation needs and abilities to avoid putting themselves and others at risk. Emergency managers and individuals should work together to plan the best, most suitable evacuation and assistance strategy. When proper fire safety planning and education takes place, everyone will be more likely to be safe from fires and other dangerous hazards.

    Sources:
    Canada Fire Safety and Prevention
    Disability Barriers and Hazards
    General Fire Safety Tips
    Stats Canada

    This article was written by volunteer blogger Shan Simpson and edited by volunteer editor Scott Jacobsen.

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    Voices of our Nation

    The most boring article on Fire Safety in the Workplace

    Fire prevention is an important component of workplace health and safety programs. An effective fire prevention program provides employees with the tools and information needed to work safely, and protect the workplace and employees from the devastation of fire. Human personnel, property, and environmental losses can have a significant negative impact on workplace ‘production, morale, and continued expectations of success. The damage resulting from even a small fire incident can be detrimental to a workplace’s ability to remain in business.

    There is specific legislation about fire prevention in the Canadian provinces. There are fourteen jurisdictions in Canada. One federal jurisdiction, ten provincial, and three territorial. Each with occupational health and safety legislation. This legislation outlines the general rights and responsibilities of the employer, the supervisor, and the worker.

    The Occupational Health and Safety Act, gives the Government of Ontario the power to make regulations while also setting out the general principles and duties for workplaces. The Ontario Fire Code is a regulation made under the Fire Protection and Protection and Prevention Act, consisting of the minimum requirements for fire safety within workplaces.

    The business owner is responsible for complying with the Ontario Fire Code. The Building Code Act is the legislative framework governing the construction, renovation, and uses of workplaces. The purposes of the Ontario Building Code include public health, safety, and fire prevention; although, its primary purpose is the promotion of public safety through the application of building standards. The Ontario Electrical is intended to ensure safety considerations and protections for workplaces keep pace with the new technology and building needs.

    All workplace personnel have a role to play in ensuring health and safety requirements are met within the workplace. Workplace assessments can be useful in identifying the strengths and weaknesses of employees and employers in a workplace. The reason for fire risk assessments is to keep people safe. By establishing current risks and possible barriers to safety, solutions can be found before an emergency situation occurs. It will be more difficult to develop during a life-threatening fire event, especially when barriers to safety arise.

    Analyzing the issues and factors that are creating the current issues in your workplace helps to develop effective solutions to accomplish workplace goals and to allow the workplace to become more successful. Accommodations for employees, if needed, ensure the health and safety of each employee including those persons with disabilities. Workplaces should be responsible for complying with safety regulations and guidelines to ensure a better opportunity for a successful workplace.

    Sources:
    Canada Acts and Regulations
    Fire Safety Procedures For The Workplace
    The Effectiveness of Workplace Assessments

    This article was written by volunteer blogger Shan Simpson and edited by volunteer editor Scott Jacobsen.

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    Voices of our Nation

    Attitudinal Barriers in the Workplace

    Attitudinal barriers are the challenges, or barriers, experienced by people with disabilities in the workplace. Attitudinal accessibility refers to eliminating attitudinal barriers that discriminate against people with disabilities. Attitudinal barriers include thinking that people with disabilities are inferior or assuming that a disabled person with a speech impairment never understands you. Discrimination is an action or a decision that treats a person or a group negatively based on their race, age or disability. Canadian employers are not allowed to discriminate against their employees. Employers are required to make every reasonable effort to accommodate an employee’s individual circumstances that relate to discrimination.

    Discrimination can be decreased when there is awareness of the potential misconceptions or negative attitudes towards employees, including disabled persons, within the workplace. Employers must not discriminate on the basis of a disability or a perceived disability. Employers must make it clear that harassment in the workplace will not be tolerated. Harassment must be investigated and corrected as soon as employers become aware of it. An effort must be made to eliminate the various types of discrimination, and the associated social stigmas, that can exist in workplaces.

    Attitudinal barriers are the most basic barrier and contribute to other barriers. People may not be aware that difficulties in getting to or into places can limit a disabled person from participating in everyday life and common daily activities. People sometimes will categorize or stereotype disabled people while assuming their quality of life is poor or that disabled people are unhealthy because of their impairments. Some types of disabilities may be similar, but can pose different challenges or impairments for disabled people within the workplace. Employees should be aware of the individual needs of all of their employees to be able to maximize workplace productivity.

    An inclusive workplace environment should be created where each employee is valued and respected. Every employee will bring various skills, strengths, and weaknesses to the workplace. For a workplace to be successful, employers must be aware of how to properly manage these skills, strengths, weaknesses, along with the individual needs of their employees. Attitudinal barriers are behaviours, perceptions, and assumptions that discriminate against people with disabilities. Attitudinal barriers are also ways of thinking or feeling resulting in behaviour that limits the potential of people with disabilities to be independent individuals. Attitudinal barriers usually lead to illegal discrimination which cannot be easily overcome.

    To eliminate attitudinal barriers, the best solution is for employers and employees to familiarize themselves with employees living with a disability. Do not assume what employees or clients with disabilities can or cannot do. Members of a workplace should be trained to effectively interact and communicate with people with different types of disabilities. Employers must understand the types of accommodations for disabled people, some of which are low cost to the workplace. Being aware of attitudinal barriers allows the workplace to cooperatively develop strategies to overcome the barriers. Workplaces will be more successful when employers and employers are able to cooperatively work together as a cohesive unit in an inclusive workplace environment that encourages respect and an awareness of each employee’s individual needs.

    Sources:
    Disability Barriers
    Discrimination and Other Workplace Barriers
    Overcoming Attitudinal Barriers
    Solutions to Attitudinal Barriers

    This article was written by volunteer blogger Shan Simpson and edited by volunteer editor Scott Jacobsen.

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    Founder's Blog

    The Heart of Election Day

    The Heart of Election Day

    Working for Elections Ontario

    In Ontario we recently participated in the exercise of democracy by casting ballots for members of the Legislative Assembly of Ontario. From there, the leader of the party with the most members becomes Premier of Ontario. Thus, democracy functions once more.

    It was rather late in the election period, about two weeks before election day, when I decided I wanted a one-day job, which was on election day, working for Elections Ontario.

    On June 7th, 2018 Elections Ontario was Ontario’s largest employer.

    Elections Ontario is an independent agency of the Legislative Assembly of Ontario. However, the agency does have to follow all applicable laws with regards to employment and, in particular, in accessibility.

    When I first called and spoke with the recruiter, she was excited. It was probably because she had one less person to find. Admittedly, Elections Ontario did a fantastic job advertising its open jobs for election day.

    So, this recruiter and I talked for some time. It looked as if I was going to be a Deputy Returning Officer (DRO) in Oro-Medonte. This was driven by the fact that I both have a valid drivers license and a vehicle I can drive to the location.

    However, when I revealed to the recruiter (whom I will not name,) that I was unable to help set up the polling location I would be working at the night before, due to medical requirements of a disability, the role of DRO was taken off the table.

    No one mentioned to me about Elections Ontario’s “Workplace Accommodation Policy and Procedures” brochure, nor that there was a form (FO273) that I could file to ask for help. Does one expect the applicant to leap through all those hoops?

    I do not know the training this recruiter had, but I imagine that it was similar to the training for my downgraded role as Information Assistant. (Jokingly referred to as Greeter.) So she must have read the brochure (FO277). It was mandatory.

    Elections Ontario policy is to accommodate applicants and employees with disabilities who need workplace accommodations.

    On June 7th, I arrived bright and early at my polling station, ready for the next 13 hours. The actual voting hours are 9 am – 9 pm. However, we had to be there an hour before for any final setup items. We also could not leave the premises at all during those times. Bathrooms were on site.

    While I am frustrated that I did not get to carry out the DRO role, originally offered, I had a great day. I got to greet voters, help them with the process, and send them merrily on their way afterwards.
    Poll Official - Elections Ontario

    Since employment is short-term, individual accommodation plans will not be reviewed after the election is over.

    I firmly believe that Elections Ontario has gone to great lengths to accommodate voters exercising their democratic right to vote. However, I do not believe that Elections Ontario has gone far enough to accommodate their very short term, one day employees, who just want to help out to ensure democracy prevails.

    I think if I could talk directly to Greg Essensa, Ontario’s Chief Electoral Officer, then I would make the following recommendations:

  • Make the brochure on Workplace Accommodation Policy and Procedures available online. (FO277) (In doing my research for this article I could not find this brochure on the Elections Ontario or the Ontario Government websites.)
  • Make the requisite forms available online. (FO273)
  • Train your Recruitment Team to make mention of the brochure (FO277) one of the first things they talk about, just like the greeters ask for accessibility assistance when they greet voters at the door.
  • Ensure all polling stations have facilities for storing medications needed during the day both in regular temperatures and those requiring refrigeration.
  • Make a plan for DRO’s that cannot set up the night before.
  • Internally review individual accommodation plans post-election to spot opportunities for improvement.
  • In the end, we all want democracy to prevail! So, let us give democracy a hand and accommodate those one-day employees.

    This article was written by J2DW CEO Peter V Tretter and edited by volunteer editor Scott Jacobsen.

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    Media releases

    J2DW Announces Appointment of New Chairwoman of the Board

    Journey to Diversity Workplaces Announces Appointment of New Chairwoman of the Board

    For Immediate Release

     

    BARRIE, ON, 2 JULY 2018 – Journey to Diversity Workplaces (“J2DW” or the “Company”) is pleased to announce Ms. Cynthia Gordon, M.A., a current independent director of J2DW, was appointed Chairwoman of J2DW’s Board of Directors, replacing Mr. Tony Huy Hoang Do, M.F.Ac. who remains on the board, but has taken a step back to focus on his career aspirations.

    Ms. Gordon joined J2DW Board of Directors in January of 2018. She ascended to the Office of Chairwoman recently. Ms. Gordon holds a Master of Arts degree from Athabasca University and a Bachelor of Psychology degree from the University of Guelph. Ms. Gordon is currently employed as an Employment Services Consultant for Georgian College in Orangeville, Ontario and was President of the Athabasca University Graduate Students Association from 2015 to 2016.

    “We are so very excited to have Cynthia not only join the Board of Directors but take on the challenge of Chairwoman,” J2DW President & CEO, Peter V. Tretter, said, “I am certain that Cynthia has both the drive and the passion to make this work well. I look forward to working with her in the days to come.”

    Journey to Diversity Workplaces has a few vacancies open on the board. More information can be found here at www.j2dw.ca/job/board-member-volunteer/

    About J2DW

    Journey to Diversity Workplaces (J2DW) is a Barrie, Ontario based organization formed under the Canada Not-for-Profit Corporations Act in December 2013. Find out more about us at www.j2dw.ca

    — 30 —

    Contact:

    J2DW Media Relations
    705-481-7784 ext 2
    Email us!

    Sent from the traditional territory of the Haudenosauneega and Anishinaabeg peoples.

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    Founder's Blog

    Cultural Diversity in the Workplace

    A decent variety identifies with various societies, foundations, ages, sexual orientations, identities and different elements. It likewise identifies with how individuals see themselves and how they see others. Cultural variety in the work environment has turned into a key worry to pioneers and chiefs of associations today. Associations are crossing outskirts and mainland in the mission for more markets. Work movements are acquiring individuals from various races, foundations, sexual orientations and identities into the work environment. Enrollment masters are hunting down work ability all around. At this point, what are the ramifications of these to an association? How does these influence administrators? What are the principle things a director has to know in regards to variety in the work environment? We should think about some notable angles.

    To the employee: listed are some of the ways to respect the diversity in the workplace;

    We all have biases. This is a natural result of our life experience. Take a moment to write down what your biases are and ways in which you wouldn’t allow these biases to affect how you conduct yourself in the workplace.

    • Take a genuine interest in someone with a different background than your own. Make sure your conversions are deep rooted in a common ground that does not offend cultural sensibilities.

    • Bring together, diverse groups for invitation. Doing this will increase the pace and creativity involved with innovation. Companies that do not change and innovate will crumble and the diversity can be a company’s most valuable resources in this area.

    • Respect religious holidays. Most company’s respect Christian holidays, however, the workplace tends to have a variety of religions. Thus, all-important holidays should be respected of that particular religion.

    • Create interest in organizing a lunch with someone from a different background and try changing lunch tables to meet new people.

    To the Director: In the worldwide town, having decent variety is a reality and not simply administrative buildup. As a director, you have to comprehend, embrace and value cultural diversity. The director of a company will unquestionably have various groups in any case and the onus is on him/her to adjust their administrative abilities corresponding to this.

    It is prudent for human asset supervisors and enlistment specialists to think about assorted variety while distinguishing and pulling in ability.

    Cultural variety must be implanted into the way of life of the association. Your association’s way of life is produced after some time and contains the convictions, values, practices, states of mind and other basic suppositions shared by individuals. Envision a different work environment with its way of life genuinely skewed and doesn’t consider having a variety of diversity.

    As an administrator, you have to realize that having a decent variety in a working environment is a benefit. Numerous focal points gather from having a decent variety and your association can profit from this because cultural variety upgrades cooperative energy in a work environment. Cultural variety additionally enhances inspiration and motivation and these can bring about expanded efficiency, gainfulness and rate of profitability. It gives a decent stage to learning since it brings new points of view and methodologies, new authority styles, better basic leadership and so forth. The mix of various encounters, foundations and vocation ways can be a gift. This can be utilized to enhance productivity and viability of people and furthermore, groups. Item advancement groups for instance, can be multidisciplinary and multicultural for motivations behind having a decent variety.

    Presently, shouldn’t something be said about the drawback of having a decent cultural diversity? Work environment assorted variety additionally has its impediments and risks. Correspondence issues commonly emerge and these can be trying to your element’s activities. Isn’t this test regular with multinationals? Cultural diversity may likewise breed protection from change. Most times workers may likewise be enraptured along lines of decent variety. Past the substance and into the business world, complexities in business arrangements crosswise over societies and so on can emerge because of cultural variety.

    Associations can take the advantage of cultural diversity to enhance administrations of the association. When you lead business universally for instance, your client base is exceptionally different. The general public you work together in is various. Decent variety in this manner mirrors your client base and the general public overall. Wouldn’t you be able to then utilize your differing group to enhance administrations to the classified client?

    Presently, would you say you are setting adequate accentuation on work environment decent variety? Is your association very much situated to oversee work environment assorted variety? Thinking about all the above certainties, it is crucial that you do the needful. Comprehend cultural variety and make its best utilization, while limiting its negative effect on your company.

    Embrace diversity in your workplace and you will be on the way to a more fulfilling and productive organization. The world is a beautiful mosaic of differences and the workplace should be as well. Respecting your co-workers and employees is paramount to tapping the valuable diversity in your organization.

    Reference

    Charlie Bentson King: Writer and producer of training ABC

    This article was edited by volunteer editor Erin Murphy.

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    Voices of our Nation

    Promoting Social Cohesion Through Diversity and Inclusion

    Social cohesion refers to the social factors that bond individuals at the community, national, or universal levels. It occurs through the building of positive social relationships.

    This involves the willingness of members of society to cooperate with each other in order to survive and prosper and an accessible community with a barrier-free environment. One that does not limit anyone’s participation in everyday life.

    Diversity encompasses acceptance and respect. It includes an understanding that each individual is unique and recognizes the individual differences of people in a society.

    Social inclusion improves on the terms that individuals and groups take part in a society. A socially inclusive society is where people feel valued by others. Their differences are respected. Their basic needs are met, so that people can live in dignity within the society.

    Inclusion is a feeling of belonging, being treated fairly, and providing people with an equal opportunity to be successful. Social exclusion is a process where people are denied full access to various rights, opportunities, and resources that available to members of a different group in the society.
    Diversity and inclusion can promote social cohesion. Social cohesion a means to bond diverse groups of people in working toward a common goal for the improvement of the society to benefit the well-being of everyone.

    Social cohesion is when people live peaceful lives. When diversity is accepted in societies, they begin to be more productive innovators by approaching problems from different perspectives.
    Some of the benefits of social inclusion cohesion are people experiencing a sense of belonging in community with an increased level of acceptance, providing valuable societal roles to increase individual self-worth, and developing stronger social bonds between people from a wider range of diverse backgrounds.

    When people experience even some of these conditions in their life, they will more likely be happier and healthier. In non-inclusive societies, people are more likely to experience poor physical and mental health, loneliness, isolation, and lower self-esteem.

    Several people with various disabilities unnecessarily experience life in a worse way. Unfortunately, these people may not have gained a sense of presence in their community due to not having adequate access to the social activities to significantly enhance their wellbeing.

    People with disabilities may also lack opportunities to work, learn, and develop social relationships with others. Disabled people are sometimes not acknowledged in their community with their skills and unique perspective, where they are untapped or underutilized by society.

    Strategies should be developed to promote social cohesion through diversity and inclusion. When a society becomes invested in promoting social cohesion through diversity and inclusion, every person can benefit and societies can be more successful by utilizing the skills and abilities that each member of society has to offer.

    References:
    Diversity and Inclusion Aids Social Cohesion
    The Upside of Diversity and Inclusion
    Why Diversity?: Advocacy and Issues
    Why Social Inclusion?: Advocacy and Issues

    This article was written by volunteer blogger Shan Simpson and edited by volunteer editor Scott Jacobsen.

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    Sponsored articles

    Lack of Diversity in the Workplace Can Cause Stress Among Employees

    This is a sponsored article.

    The success of an organization in today’s competitive world depends upon how well it embraces the challenges of diversity and realizes its benefits. Employees from different backgrounds, ages and ethnicities bring their own set of experiences and world views, and are better able to provide a wider range of solutions to developing problems. Most of all, a lack of diversity has been linked to increased discrimination which in turn leads to elevated stress levels among employees. The National Center for Biotechnology Information note that discrimination due to immigrant status, legal status, skin tone or language can contribute to increased stress in individuals.

    So how do companies deal with the diversity in the workplace? U.S. companies spend millions of dollars every year on diversity programs and policies, ranging from equal employment opportunity compliance to cultural sensitivity training programs. This leads most people to assume that it makes companies fairer to both women and minorities; the reality is much different, however. Implementing diversity program has little actual positive effect and may even decrease representation according to the Harvard Business Review. Even when there is clear evidence of discrimination, the mere presence of a diversity policy automatically leads people to discount any claims of wrongdoing.

    This leads to increased stress levels and with long-term discrimination can lead to acute and chronic stress. The body enters a defensive posture which closes our ability to learn and impairs judgement. Statistics Canada states that over one in four workers report being highly stressed and over 62% of workers reported that work is the main source of stress in their lives.
    Lottoland describes this kind of stress as ‘distress’, which could be permanent, prevents the body from coping, is demotivating and decreases productivity. As opposed to ‘eustress’ which is a euphoric stress that can actually motivate, increase productivity and make us feel excited. Strong leaders create a stress-free environment where people do not need to get into that kind of defensive posture.

    Diversity should be a critical component of the innovation that leaders strive to achieve in their organization, and research shows that diverse groups outperform homogenous ones. Research conducted by Credit Suisse focusing on 2,400 companies, found that organizations with at least one female board member yielded higher returns on equity and net income growth than those who did not employ women on their board. Working with people from different backgrounds than you will challenge your brain to think more diversely and expand your horizons. The effect of this relationship is that the brain is happier which in turn lowers stress levels and makes a person generally happier as well.

    Workplace diversity can, however, have some unwanted effects which leaders must manage effectively by promoting diversity of thought and innovation. Here at Journey to Diversity Workplaces we say that diversity brings about a variety of ethical issues like sexual harassment due to sexual orientation, racism and gender bias. These are critical situations that interfere with work, personal lives and cause high levels of stress both in the workplace and at home. Particularly in a company that is lacking gender and racial diversity these unwanted effects can be more pronounced. A good leader, therefore, must be fair to manage diversity effectively and when employees enter that stressful phase, the leader must be able to pull them out if it. When people experience fair treatment and a positive and genuine diversity, it will in turn reduce their stress levels and improve their health.

    This sponsored article was edited by volunteer editor Erin Murphy.

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    Voices of our Nation

    Diversity for Productivity

    According to the University of Florida, people are living longer and the world’s globalization will require further interaction from people who are more diversified and come from an array of backgrounds. Typically, they work in diverse and varied environments and this raises questions about tracking this trend and adapting to it. Companies want to perform better in the business world and many would like to advance diversity as well.

    The importance of a diverse work and business environment is to be able to maximize and capitalize on workplace productivity and effective management. This places a lot of responsibility on supervisors and managers. We see that the workplace environment is continuing to evolve with the times and that the culture and workplace will follow suit. Based on the report, Diversity in the Workplace from the University of Florida, companies looking to embrace diversity and have inclusive organizational structures will likely gain greater productivity and competitive advantages. Thus, those workplaces that do not choose to evolve will potentially lose productivity.

    There are some questions that arise from companies planning or thinking about evolving. How do you do it? What forms will it take? To do it is simply to build a structure from which to onboard people from diverse backgrounds. The forms that it will take will be much more diverse and inclusive from the managerial side all the way down to interns. Of course, as noted in the research, “there is no single recipe for success.” The manager’s ability to be able to understand teamwork and the dynamics of the team in the workplace is very important. A manager or supervisor wants to look into things such as equal employment opportunities in order to capitalize on the larger talent pool, especially when looking at a broader base of the variables for potential employees.

    In addition, the manager or supervisor may want to look into the means through which those throughout the hierarchy of the organization can find advancement. If an intern, they can potentially be promoted to part-time or full-time employment. If a full-time employee, they may be able to be promoted to some sub-managerial or supervisory role. As the article summarizes, a diverse set of teams can bring a higher value to organizations in addition to respecting individual differences that can provide an organization or business with a “competitive edge” and increase in “work productivity.”

    Many workplaces in the modern era have diverse backgrounds, people, educational experiences and certifications, and so on. If this comes into play, then it will eventually result in a higher productivity of the organization as a whole towards its stated mission, mandate, and goals.

    References
    Green, K. et al. (2002, June). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf.

    This article was written by volunteer blogger Scott Jacobsen and edited by volunteer editor Erin Murphy.