Questions 1:
When managing diversity, consultants need to consider the organizational goals for this issue. If you are the consultant, you need to look at the demographics of the employees in order to understand where they have come from and what background they have, and what they value. If you have a workforce that has many women in the organization, you may need to manage diversity from the female value system. "Women in an organization may mean the need for flexibility in working hours and the ability to work from home". (Scase, 2006). It may mean more family originated programs, policies and procedures. Likewise older employees may want to postpone retirement and work longer. This segment of the workforce is also very knowledge and an important component to company success. Programs also may need to be designed to keep the talent and support an older workforce.
Incorporating an aging population, a strong female labor pools, and labor shortage will support an organization working towards a strong diverse employee base. "A strong and growing immigrant policy could support cultural sensitive training and language classes for employees". (Scase, 2006). These programs not only support diversity the also can improve the environment for staff at work and in his or her personal life. Diversity is not just an at work issue. When companies employ diverse individuals they bring them into the community too. Training and teaching diversity values will strengthen the workforce and the community.
Imagine you are the consultant for this organization. What are your thoughts about diversity issues you find in this organization.
Scase. R. (2006) How can I effectively manage generational and cultural diversity", Strategic HR Review, Vol. 5 Iss: 5, pp.7 - 7
Question 2:
What examples/experiences can you share that demonstrate cultural synergy in your organization or one you are very familiar with?