Introduction
A diverse workforce demonstrates that government is both widely accessible and generally fair (Pitts 2006). Public organizations with diverse workforces pursue and implement policies and practices differently, and in ways that seemingly meet a broader range of citizen wants, needs, and expectations (Bowling et al). Diversity improves organizational performance by introducing new ideas and perspectives that can be useful when addressing complex organizational tasks (Riccucci). Research on this diversity, and diversity management specifically, has been relatively narrow in scope, leading some to conclude it often fails to offer practitioners meaningful insight into how diversity can be managed effectively within public organizations …show more content…
AA has been effective because employment gains among women and minorities for the period 1974–80 rose more significantly (Selden 915).
The majority of the empirical research demonstrates the positive impact of affirmative action policies on educational and employment opportunities for minorities and women, some studies have raised questions about its true benefits. More women and minorities are represented on college campuses and in professional programs today than prior to the use of affirmative action (Selden 914). However, there is decidedly less significant advancement when it comes to other major goals such as hiring, equal pay, and the elimination of discrimination once minorities and women are hired (Selden …show more content…
Workplace diversity, or full spectrum diversity (FSD), according to Slack (1997) is not intended to dismantle AA. The objective is more than a singular focus on protecting members of selected groups that have a long and painful history of being victims of workplace diversity (Slack 1997, 80). Though social equity may be achieved through workplace diversity, the focus is the performance of the organization. In this theory diversity is achieves active representation to influence the operations and policies of a diverse agency for the community it serves (Seldon 2006, 911). Programs that encourage employees to value diversity may be the most prevalent in practice and tend to consist of things such as diversity bulletin boards in the office, a diversity newsletter, diversity workshops and team building, or diversity family days (Pitt 2006,
A diverse workforce demonstrates that government is both widely accessible and generally fair (Pitts 2006). Public organizations with diverse workforces pursue and implement policies and practices differently, and in ways that seemingly meet a broader range of citizen wants, needs, and expectations (Bowling et al). Diversity improves organizational performance by introducing new ideas and perspectives that can be useful when addressing complex organizational tasks (Riccucci). Research on this diversity, and diversity management specifically, has been relatively narrow in scope, leading some to conclude it often fails to offer practitioners meaningful insight into how diversity can be managed effectively within public organizations …show more content…
AA has been effective because employment gains among women and minorities for the period 1974–80 rose more significantly (Selden 915).
The majority of the empirical research demonstrates the positive impact of affirmative action policies on educational and employment opportunities for minorities and women, some studies have raised questions about its true benefits. More women and minorities are represented on college campuses and in professional programs today than prior to the use of affirmative action (Selden 914). However, there is decidedly less significant advancement when it comes to other major goals such as hiring, equal pay, and the elimination of discrimination once minorities and women are hired (Selden …show more content…
Workplace diversity, or full spectrum diversity (FSD), according to Slack (1997) is not intended to dismantle AA. The objective is more than a singular focus on protecting members of selected groups that have a long and painful history of being victims of workplace diversity (Slack 1997, 80). Though social equity may be achieved through workplace diversity, the focus is the performance of the organization. In this theory diversity is achieves active representation to influence the operations and policies of a diverse agency for the community it serves (Seldon 2006, 911). Programs that encourage employees to value diversity may be the most prevalent in practice and tend to consist of things such as diversity bulletin boards in the office, a diversity newsletter, diversity workshops and team building, or diversity family days (Pitt 2006,