Question-Answers on Organizational Diversity Number

Question-Answerson Organizational Diversity

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Question-Answerson Organizational Diversity

  1. Common organizational practices that are successful in valuing diversity in the workplace

Workplacediversity is referred as the similarities and differences that existamong employees in any workplace in terms of physical abilities anddisabilities, sex, religion, race, cultural background age. There aredifferent organizational practices that are successful and arefrequently deployed in valuing diversity in a workplace (Sabharwal,2014). One major way to value workplace diversity is throughpracticing of EmploymentEquity.This ensures all members of a society have equal and fair access toemployment in an organization. Another one is a commitment by the topleaders in an organization towards a vision of diversity that iscommunicated throughout an organization. Other practices includelinking diversity to perform, as ell as making it part of anorganization’s strategic plan. Finally, there is the diversitytraining. This entails an organization’s effort to notify andeducate the staff and management about the benefits of diversity tothe organization. Through the appreciation of different aspects ofdiversity in an organization, an organization, has a greater chanceto be successful in its operations. Valuing diversity has beenregarded as a positive aspect in organizations’ management (Li,2014).

  1. Current issues regarding ADA compliance in the workplace

TheAmericans with disabilities Act, commonly referred to as the ADA, isone of the key and very effectual implementations in fights againstdiscriminations against people who has disabilities in differentemployment, public accommodation, transportation and in governmentactivities among other areas. However, there are current issuesconcerning the compliance of ADA in the workplace. One major issue ofconcern is what is the universally accepted definition of disability,or the types of disability that are covered by the Act. The issuesentailing definition of disability has been among the mostcontroversial under the ADA. Another issue of concern is thedefinition of an employer, the Act is limited to the employer as aperson who is engaged in an organization who has 15 or moreemployees, hence it does cover employees who are employed in anorganization that has less than 15 employees. According to the Act, afully compliance or inclusive workplaces should be physically,technologically, and attitudinally accessible workplace. However, ithas been an issue to balance all these aspects in workplaces.Finally, the issue on reasonable accommodation has brought about theneed to make relevant modifications in the workplaces in order toaccommodate disabled/qualified applicants and employees. The issue tomake workplace accommodating to every person has been a challenge formany organizations to provide reasonable accommodation, as requiredby the Act (Sabharwal, 2014).

  1. Important concepts, processes, of the topics below

  1. Outline the U.S. legal framework related to diversity in the workplace

LegalFramework is a system of rules and regulations that governs as wellas regulates laws, and decision making in workplaces. In the unitedstates, there is a range of legislative obligations which relate toworkplace diversity. Despite the absence of a law governing the issueof diversity in the workplaces, there are numerous federal and statecivil rights which require equal opportunity as well as assentingaction, and in turn directly affecting workplace diversity. For thepast four years, the united states have experienced the developmentof a robust system of anti-discrimination legislations, as well asdefined mechanisms fro monitoring violations and compliance. Some ofthe laws that have been used or deployed in different sectors in theUnited States include TheEqual pay Act of 1963,which prohibits discrimination based on sex, Federalexecutive order 11246,which prohibits discrimination by government contractors andsub-contractors based on one’s sex, race, color and religion. Thereis also the TitleVII and VI of the federal Civil Rights Act of 196, The Civil RightsAct of 1991, AgeDiscrimination in Employment Act of 196, The Rehabilitation Act of1973, ThePregnancy Discrimination Act of 1978 and finally, TheAmericans with Disabilities Act of 1990 amongother laws prohibiting any form of discrimination in workplaces (Li,2014).

  1. Explain the relationship between social mobility and social change

Socialmobility is the movement of categories of people such as families andindividuals within a social level in any society. In simple words, itis the change in social status within a society. Social change on theother hand, is the alteration in the aspect of social order, of agiven society, which may entail changes in nature, relations,institutions and behaviors in a society. Social change. Through thesocial change, there comes social mobility. It is through socialchange that people look to change their social levels, whereby movingfrom one level to the other, is known as social mobility (De Poel,2014). However, the two terms are interrelated in a great way as onelead or contributes to the other and vice versa. Within the societalcontext, social change is meant to bring about change for the commongood. To the individual level, social change contributed to thedevelopment of personal qualities and values, which contributes topeople working hard or directly contributing to their socialmobility. There is also the essence of social change, from a grouppoint of view, where it emphasis on interaction between the group orthe society and the individual. Social change brings along economicchange, such as wealth and income which are quantitative measurementsof social mobility, hence the two are interconnected (De Poel, 2014).

  1. Management strategies to ensure compliance in the multicultural workplace

Theterm multicultural workforce refers to the changing environment ofthe workforce in terms of sex, age, ethnicity, race, physicalabilities of the employees across places of work. It’s also used torefer to employees of varying racial, social and ability. In order toeffectively comply with the issue of multiculturalism in organizingvarious strategies are essential in ensuring success in compliancewith multiculturalism. One strategy is through obtaining a workplacecensus, in order to gain an idea of cultural representations in workplace. When soliciting for multicultural program members, themanagement should request the employee to volunteer in the planningand events. This helps the employees to be part of organizations,workplace diversity planning (Cole &amp Salimath, 2013).

Themanagement should also encourage or promote events that incorporatemulticulturalismeducation with workplace competence and success. Finally,the management should schedule the multicultural programs in order tocorrespond with an annual employee outings plans. Integratemulticulturalism in activities where the majority of your workforcenaturally participates. Finally, the management should acknowledgethe facts and move to exploit them to the advantage of theorganization, and also becoming focused on successful implementationof multiculturalism in the workplace through making follow-ups onevery detail pertaining to the multiculturalworkplace (Cole &amp Salimath, 2013).

  1. Summarize the paragraph below: The Ethics of Workplace Diversity (least 180 words)

Inhis 1989 film ‘Do the right thing’ SpikeLee’s suggested that doing the right thing with reference todiversity issues, looks to many people as a reasonable thing. From abusiness point of view, this may be so in terms of results. However,this isn’t enough, and through valuing diversity in a workplace,there are real business arguments that support the idea, diversity isdesirable in a business. Looking into realistic business, opinions,that are used to support diversity in a business, the opinions maynot be sorely enough, but ethical theories may give more on benefitsof valuing diversity in a workplace. The conclusion is drawn bytrying to bridge the gap between practical aspects and ethics in abusiness.

Valuingdiversity can be defined as the art of appreciating the numerousdifferences in a workplace such as religion, culture, race, educationamong other aspects that may bring uniqueness among people. Valuing diversity should be seen as a way of thinking, but not just as aresult, as this may lead to false conclusions. Diversity I workplacecan as well be defined by other factors such as business location,differences in wages, and poor work conditions. In conclusions, theworkforce could have been achieved through coincidence and not byvalues related to diversity.

References

Cole,B., &amp Salimath, M. (2013). Diversity, Identity Management: AnOrganizational

Perspective.&nbspJournalOf Business Ethics,&nbsp116(1),151-161.

DePoel, F. M., Stoker, J. I., &amp Van der Zee, K. I. (2014).Leadership and Organizational Tenure

Diversityas Determinants of Project Team Effectiveness.&nbspGroup&amp Organization Management,&nbsp39(5), 532-560.

Li,C. (2014). Top management team diversity in fostering organizationalambidexterity:

ExaminingTMT integration mechanisms.&nbspInnovation:Management, Policy &amp Practice,&nbsp16(3), 303-322.&nbsp

Sabharwal,M. (2014). Is Diversity Management Sufficient? OrganizationalInclusion to Further

Performance.&nbspPublicPersonnel Management,&nbsp43(2), 197-217.