The next time you go to your place of employment look around at the individuals that you call your “Co-Workers.” Amongst your co-workers do you see a variety or different races and an equal proportion of male and female employees? The odds that many people working in corporate-level positions or above minimum wage positions being able to say that they do see many different races and an equal proportion of male and female employees is low. Diversity in the workplace is something that has become a debated issue in our country. In the United States of America, we want individuals of all races and genders to be able to work and be successful. However, the reality is that our workforce does not reflect that notion. We as a country have taken several
…show more content…
With this topic, I would mainly focus on the relationship that diversity and problem solving bring to an organization. I would also tie in some barriers that are preventing inclusion of all minorities and how to communicate these effectively to an organization. Highlighting the differences in perception and viewpoint as being an obstacle to allowing progression in an organization. Commonly, expectations and prejudices, which may lead to false assumptions or stereotyping, are harmful and are a direct effect that leads to a lack of diversity in the workplace. What are some of the proposed solutions to ensure diversity in the workplace? Now, this paper is not meant only to highlight the discrepancies that have led to a lack of diversity in the workplace. I would like to take this time to highlight that the workforce is increasingly reflecting the ethnic demographic of the United States of America. I just think it is of some importance to understand what the academic community believes it is like to be a minority in the workplace, or the factors they perceive contribute to minorities organizational …show more content…
I will do this be looking at some minority groups and observing their lack of involvement or representation in organizations. Commonly we see fewer women than men being corporate heads of Fortune 500 companies. The article I found is by research team and is called Gender gap in the executive suite: CEOs and female executives report on breaking the glass ceiling, Within this article they argue that gender and perception are barriers that are keeping women from break the glass ceiling, concept used to describe a barrier that prevents women and minorities from moving up the hierarchy in the organization. The begin the article by laying out the foundations for the lack of representation in the CEO positions, and also provide needed background knowledge of the history of women being incorporated in the workforce. This history includes statements as such “women currently constitute nearly half of the U.S labor force, and occupy a significant and growing proportion of entry and mid-level managerial positions. In 1972 women held 17 percent of managerial positions, and this proportion swelled to 42.7 percent in 1995”. (Ragins et al., p.1, 1998) This type of background is useful because it provides a scope of where we were with female inclusiveness and how far we have come. However, this does not explain the lack of gender diversity in the higher-level management position.
With this topic, I would mainly focus on the relationship that diversity and problem solving bring to an organization. I would also tie in some barriers that are preventing inclusion of all minorities and how to communicate these effectively to an organization. Highlighting the differences in perception and viewpoint as being an obstacle to allowing progression in an organization. Commonly, expectations and prejudices, which may lead to false assumptions or stereotyping, are harmful and are a direct effect that leads to a lack of diversity in the workplace. What are some of the proposed solutions to ensure diversity in the workplace? Now, this paper is not meant only to highlight the discrepancies that have led to a lack of diversity in the workplace. I would like to take this time to highlight that the workforce is increasingly reflecting the ethnic demographic of the United States of America. I just think it is of some importance to understand what the academic community believes it is like to be a minority in the workplace, or the factors they perceive contribute to minorities organizational …show more content…
I will do this be looking at some minority groups and observing their lack of involvement or representation in organizations. Commonly we see fewer women than men being corporate heads of Fortune 500 companies. The article I found is by research team and is called Gender gap in the executive suite: CEOs and female executives report on breaking the glass ceiling, Within this article they argue that gender and perception are barriers that are keeping women from break the glass ceiling, concept used to describe a barrier that prevents women and minorities from moving up the hierarchy in the organization. The begin the article by laying out the foundations for the lack of representation in the CEO positions, and also provide needed background knowledge of the history of women being incorporated in the workforce. This history includes statements as such “women currently constitute nearly half of the U.S labor force, and occupy a significant and growing proportion of entry and mid-level managerial positions. In 1972 women held 17 percent of managerial positions, and this proportion swelled to 42.7 percent in 1995”. (Ragins et al., p.1, 1998) This type of background is useful because it provides a scope of where we were with female inclusiveness and how far we have come. However, this does not explain the lack of gender diversity in the higher-level management position.