The climate ahead signals change for all businesses regardless of their size. It is one under pressure by the constantly shifting economic trends, human demographics and markets. The end result is expected to shake even the smallest of the business unit and threaten the existence of many. Businesses must change their business operational systems and focus on diversity for survival in this competitive environment. This is because 2008 figures state that “women and minorities represent 70% of the new labor force and in 2010 34% of the US workforce will be non Caucasian” (Heathfield, 2009). In addition to this, Heathfield (2009) illustrates that “In the next decade, it is estimated that 75% of new workers will most likely be from Asia and the US and Europe combined will provide only 3% of the world’s new labor force”. These statistical figures are not petty issues of ethnicity and race but represent the demographic structure of the business world today that is envisaged to revolutionize spending patterns and markets.
Our business community and culture has for decades embraced the fact that good business should conform to standard ethics in business management (Etsy, Griffin, and Hirsch, 1995). Appreciating diversity in organizations demands that each individual form a bigger part of the business entity yet they must work together knowing that their objectives and goals are far greater than their differences. It is a major component of business life and forms the very foundation of business stability. Our role in this chain is to facilitate and accelerate the rate at which diversity happens within our businesses.
Diversity opens the only way through which businesses are going to survive in these tough economic times. The reality of equality at work place regardless of sex has been a major issue in many business organizations the world over. Issues of race and disability and equality at the workplace are not ideas being prompted by philanthropists but surface up as a result of demographic and economic realities. This is because the current existing business models have no structures that adequately address workplace diversity. The fact on the ground is that minorities account for trillions of dollars worth of the economy. Their spending power is expected to double in the next few years and move higher above the traditional consumers. Businesses are realizing the reality that in order to survive, compete and expand, it must make inroads into these neglected traditionally markets. Doing so defines diversity.
The common challenge that arises from diversity is that different people within an organization have different backgrounds (Konrad, Prasad and Pringle, 2006). Something that can be considered as normal by a group of employees with a similar background may be considered totally abnormal by a different group and this issue is normally poignant when one group forms the majority. “Prejudice is a preconceived judgment about an individual or group of people ” (Certo, 2008). Minority groups within the workplace always find themselves isolated due the majority domineering lifestyles. The best model that can be used for the analysis of workplace diversity is the use of communication. Organizations that have fully embraced the concept of diversity differentiate themselves from the rest by the levels of communication. “If you’re not as caring toward others as you could be, you need to get the focus off yourself because communication is the key to bridging the gaps between different lifestyles’ ‘ (Certo, 2008).
References
Certo, C. (2008). Supervision concepts & skill-building. New York, NY: McGraw-Hill/Irwin
Esty, K.C., Griffin, R., and Hirsch, M.S. (1995).Workplace diversity. Texas, TX: Adams Media.
Hearthfield, S. M. (2009). Women and Work: Then, Now, and Predicting the Future for Women in the Workplace. Web.
Konrad, A.M., Prasad, P. and Pringle, J.K. (2006).Handbook of workplace diversity. Philadelphia: SAGE.