A great opportunity exists to capture the imagination and speak to the values of the emerging workforces, while improving business results and aiding the knowledge transfer from Baby Boomers to Millennials, if we use technology to bridge the differences in world view and working styles of both sides.
On May 25, Oprah Winfrey aired her final show after 25 years. With tears in her eyes, she talked about finding her calling —how stepping out onto her stage every day has given her a platform to show millions of Americans that each of us has value.
In an Increasingly multicultural workplace, a lot of American managers wonder how they’re supposed to be an expert on so many cultures. If you supervise a team that includes an Indian, a Vietnamese, and a Russian (among others), how can you be expected to know what makes all these people tick, hence how to manage each of them in order to call forth their best performance?
As the field of diversity management continues to mature in the organizational environment, it appears to be universally accepted that diversity is more than just race/ethnicity and gender.
Business leaders should realize creating a workplace that attracts, retains and engages their workforce is important no matter what the economy is doing. The key point to remember is talented and skilled people are always in demand. The more skill and talent they possess, the more likely they can leave you for another employer.
The economy is struggling, unemployment rates are soaring, and retail sales are down nationwide. People are feeling the impact in their paychecks and their pocketbooks.
In ORC’s experience, one of the most challenging aspects of implementing a successful diversity initiative is finding the right measures. sometimes, in their desire to provide data, organizations lose sight of why they are measuring in the first place.
Americans love to compete, to keep score, to celebrate accomplishments, and most of all, to cross the finish line. This year has provided opportunities to celebrate many accomplishments: The first black President; the first Latina supreme Court Justice; the first black female CEO of a Fortune 500 company; and the list goes on.
I think everyone recognizes that diversity in the workforce is essential, so why is it often so difficult to get diversity programs off the ground? Talking about diversity is easy. Most people value diversity for the simple reason that we are all diverse in some way. It’s what makes us who we are as individuals.
It has been nearly 25 years since Dr. Roosevelt Thomas, Jr. created the American Institute for Managing Diversity. At the time, few corporations and first-time diversity practitioners could articulate with clarity what requirements would be needed to produce a successful diversity strategy.
