In 2006, NEHRA (Northeast Human Resources Association) conducted a survey. From the 4, 000 sample, 53% of them said that they have a diversity strategy in their workplace. From those 53%, 69% said that their management is so supportive in these strategies, which is very important if they want to succeed. Meanwhile, 56% said that is included in their recruitment process, and 77% would still want those diversity training for potential employees. Many think that communication is the greatest challenge to diversity, followed by retaining diverse applicants, inclusiveness, and lastly leadership support.
40% of them believe that understanding, accepting and valuing cultural differences is a tool in training, while 24% thinks that managing the workforce is also important. This was followed by inclusiveness and leadership support. It should be noted that in the survey, many think that workforce demographics is the main reason for the success of diversity in an organization (Northeast Human Resources Association 2006). Just like what Ms. Howard-Martin said in her article, diversity in the workplace brings exceptional creativity, and better problem solving skills (Howard-Martin, J 2002).
On the other hand, in a paper written by Maria Gajewski, she mentioned that although some employers have diversity training, some it were just so weak that instead of succeeding as an organization, they actually failed. Her paper intends to fight the shortage in the public and nonprofit sectors in the future through a combination of what is known about diversity and the development of human capital. This paper also mentioned that the gap is becoming smaller. From 1990’s 57% male workers, and 43% female workers, it became 55% male workers and 45% female workers in 2000.
From 1990’s 73% white workers, and 27% Minority workers, it became 70% white workers, and 30% minority workers (Gajewski, M –). In the United States ethnic diversity is starting to be accepted as 40% of the workforce belongs to the non-whites as compared to 20% in 1980 (Vicenzi 2004). Conclusion To conclude, diversity can help achieve success in the organization. The company will be more innovative. They can combine many ideas together and create a new one, and that makes them creative and dynamic in their own field. The company will be more healthy, strong, flexible, and efficient.
Thus diversity must be nurtured (Hickman, C –). Every employee’s perception and suggestion is important in a workplace. They should be given priority by every employer, especially women, and should be given the chance to grow and to improve. Leaders should also take the initiative to make a world that welcomes diversity. Skills should only be the basis, not race, not color (Va. gov). In the end, it is still the effort of the employee, the employer, and the government to utilize and maximize diversity in order to succeed.
Even if policies were made, yet it is not supported by the leaders and the management, it will be difficult to implement. Things will just be wasted.
– Aiken, Hanges, and Chen, –, Diversity, Organizational Climate, and Organizational Culture: The Role They Play in Influencing Organizational Effectiveness. Available from: <http://www. lib. umd. edu/ocda/hanges_arlreport. pdf> [–] (Aiken, Hanges, and Chen, –) Lockhead Martin Corporation, 2006, Diversity. , Lockhead Martin Corporation. Available from:
<http://www. lockheedmartin.com/aboutus/diversity/community_involvement. html>  (Lockhead Martin Corporation 2006) Vicenzi, R 2004, Review of Ron Elsdon’s Affiliation in the workplace: Value creation in the new organization, The journal of diversity praxis, vol. 1 number 3 Available from: Global Diversity Institute <http://www. globaldiversityinstitute. org/journal/Summer04/Affiliation_review. php> (Vicenzi 2004) Hickman, C, –, Diversity in Organization, Ezine Articles. Available from: < http://ezinearticles. com/? Diversity-in-Organizations&id=166950>  (Hickman, C –)