Following the American Psychological Association’s Guidelines
In a vastly growing world, where diversity is quickly becoming a commodity rather than a segregator, it is important for businesses to maintain the practice of inclusion. Many companies that once saw diversity or hiring minorities, as a death sentence are now realizing that a diverse work group is essential to success in arenas such as globalization, public relationships, and communication. Other essential aspects to a diverse company are also beginning to include the acceptance of family life for both men, and women. Having children and raising a family was once solely on the women, and if she wanted to raise a family, she would be forced to forfeit her career so that the company may continue at full steam without her. The most successful companies are finding lately, however, that an adoption of family-life acceptance, as well as flexibility in order to allow both men and women to cultivate healthy familial relationships, is resulting in better work from their employees. Essentially, the most successful companies are no longer shying away from minorities, women, or employees raising families and their business are becoming more successful because of it for many reasons.
According to Gary Burnison’s, “Its All about the People,” there was a time when being a minority made one a social pariah not only in regular interactions, but also in business interactions . It was difficult to be taken seriously, or receive an offer for a position that reflected an individual’s unique talents or education, simply because they were a minority. During this time, businesses were primarily worried about public image, as well as communication within the company. However, because the United States has become one of the most diverse places in the world, and because globalization is essential to a thriving business, minorities have become essential to communication within a company. Different citizens born in other areas of the world are able to understand the practices of other cultures; this makes it easy for them to anticipate the managerial expectations of other businesses during a merger or business deal, while also allowing them to try different tactics within their own company when communication conflicts arise. The most successful companies are noted as the companies that communicate the best within themselves, and with other companies, they are attempting to make offers toward; it is only one reason why diversity is so important to a business’ success.
Diversity in the workplace also refers to women. Jeff Wolf’s, “Leadership in Crisis: Eight Steps to Avoid Common Mistakes and Pitfalls,” notes women were not always welcome in the workplace, particularly in middle and upper management . They were often seen as inferior to male leaders, and unable to handle difficult situations when they would arise. Before World War II, when women were forced to step out of the household in order to care for their homes and families financially, women were only expected to take care of the perimeter inside their own yards. However, many successful businesses are finding that a woman’s touch extends farther than the kitchen. One of the largest mistakes today that a business leader can make is openly admit to sexism, whether verbally or through the consistent refusal to allow women to advance . It promotes a poor company image, and prevents any female leaders from providing the level-headedness and determination that 80% of female leaders are shown to have. Not to mention females in position of power typically get companies noticed, allowing them to sell their brand, image, or product to an entirely new market. Companies who refuse to put women in a position of power risk being seeing as sexist, and risk losing the opportunity to market to a new demographic.
Finally, several of the most successful companies nationally, and worldwide, are becoming more accepting of their employees raising families. According to Mark Casson’s “The Growth of International Business,” this has been a practice for many decades in Europe . Several successful European countries offer a year of maternity leave to a mother after her child is born. Holland offers 365 days to be split between the parents of the child as they choose. Even European branches of American companies offer this maternity leave, but reap higher rewards than American branches despite their employees’ absence . Not only does this dispel the idea that a woman must give up her career to raise her children, but the fact that employees often return to be up to 20% more productive that before having a child suggests that encouraging family life is good for companies. For many decades, businesses striving for success demanded that people choose. If a woman wanted a child, it meant she chose her family over her career. For the man, there was no choice; he was the breadwinner and would remain as such. Now, though, we see a shift in other countries that shows more successful companies are embracing the diversity of family life, as well as the juggling act that is work and family. The rewards are great.
In sum, successful businesses are breaking every rule taught in a 1940’s business school. Minorities allow companies to become a more communicatively diverse place. This can lead to better international relations, as well as better communication within the company. Women, who were once ostracized from positions of power, boost the company’s public profile and open the doors for an entirely new demographic, depending on the company. Most drastically of all, the companies who have decided to support their employees raising families, rather than shunning them from the professional world often see a 20% rise in productivity from the employee after the child is born. Essentially, successful businesses are adopting diversity as a basis for operations, and all other businesses must follow or fail.
References
Burnison, G. (2012). Its All About the People. Leadership Excellence, 15.
Casson, M. (2013). The Growth of International Business. London: Routledge.
Wolf, J. (2014). LEADERSHIP IN CRISIS: EIGHT STEPS TO AVOID COMMON MISTAKES AND PITFALLS. Minneapolis: ProQuest.
