Managing Human Diversity Journal Essay Examples

Discrimination through the creation of prototypes and the unjust [physical and economical] treatment towards people usually comes into our minds when we hear about human diversity or differences. For example, when people talk about the products manufactured in China, the common notion is that these products are of low quality. Or when people would look at black people, what most of us think is that they are less ‘humanly’ than us and that they are mere slaves that we should have dominion over them. However, when it comes to the sphere of the business entities and corporations, the issue on human diversity takes great prominence since many decades ago. And in this issue, I find more meaning of life within me – particularly when it comes to being part of a society. The manner of my treatment of other people greatly determines what kind of social person I truly am.
The lesson on human diversity came with greater importance upon having encountered the various legal responses towards this issue. While looking at the sincerity in what the government does to address human diversity issues in many public/private companies, I have also found this thing to be of great importance to me personally. Now there are many laws about certain prohibitions of discrimination within organizations and each law has corresponding organizational situations. Each law covers certain scope of employment issues. For example, the Americans with Disabilities Act (ADA) addresses any unjust treatment upon ‘disabled’ persons in the context of hiring, background checks, examination, benefits, compensation, hours of work, health and safety, investigations, leave/time off, unions/organizing, and even terminations. On the one hand, the Family Medical Leave Act (Act) addresses any unjust treatment upon those who are justifiably excused to have a leave due to serious medical necessities. The Age Discrimination in Employment Act (ADEA) deals with any unjust treatment particularly upon those who are of old age. The Title VII of the Civil Right deals with any discrimination upon people on the basis of gender, race, religion, etc. There are, of course, more laws that deal with human diversity in organizations. And all of these laws point out that such social and organizational issue is a very significant one in the life of every individual.
Now along with these laws, there are certain policies, business plans, practices, and organizational activities that have been implemented by various organizations that truly complemented my thoughts about this issue. Indeed, the sincerity of such issue should bring everyone to make concrete and practical responses, and not to have the organizational theories just ‘stuck’ in mind. And that is the very first [significantly] practical lesson that I have learn in this issue.
Now if I will be the one responsible for the management of human diversity in a particular organization, there will be certain challenges when it comes to the implementation of policies, practices, and other organizational activities. First, the issue of diversity in the context of employee staffing and engagement could lead to two possible ‘extremes’. It is acknowledged that there can be no such things as an all-in-one model that will deal with the entire issue in the organization. For there is a possibility that the relationship between the disadvantages and advantages in human diversity is not balanced. For instance, I have seen that if I will [absolutely] focus myself on not having the gender as an issue I might fail to take any advantage of the people in being men and women. The most common gender issue in the workplace is that women should not be deprived of any job as long as they qualified to work on it. I even believe that there are also many women that can do hard work – although not all hard work – just as men do. However, the challenge is present here since the quality of being a woman can be more effective and beneficial to the entire organization in certain positions and offices. For example, I can say that women are more effective than men when it comes to secretarial position or in clerical work. They can be more beneficial for organizing the details of the administration of any company. I have been learning on this already and as an application, I acknowledge the advantages of women when it comes to various activities in various places that I go to. If I believe that a woman can do it better than I can, I will just let her do it and I will just make any necessary support. One very practical instance that I encountered is during the decoration of one of my friend’s house for a small Christmas celebration. Upon knowing that making ‘hanging’ and ‘sparkling’ decorations is not my skill and that the ladies among us are there, we just accepted the fact that it would be beneficial for everyone if the ladies would be the ones to work on it. The result was well, and the decoration is far greater than I would expect in having the men do it. This can also be applied in the context of age discrimination, wherein the old people are seen as less effective than younger ones. However, these old people can have significant wisdom and intelligence at work than those who still have less experience. They may have less physical capability to work, but their age factor can be more beneficial in some particular context within the organization. And I also realize this almost every day. The old people are mostly the ones who are credible sources for wise instructions in many aspects of work and other issues in one’s life. The one who have already gone through many things at work have a certain quality or qualities that are beneficial to any organization. Thus, as the one responsible for diversity policies, staffing and engagement should not be of discrimination based on gender but should be determined by the advantages such diversity has.
Another challenge that I believe will be present is upon the product of the organization. Especially, when it comes to advertising it, discrimination may likely to occur. For example, if we would look at the various advertisements in the media and entertainment, great discrimination is implied. When it comes to hair treatment products, only those who have straight hairs are encouraged to buy; the notion is that having straight hair is good-looking. When it comes to food, clothing, or anything of the human body, only those who have slim bodies are promoted upon the public. This is also a form of great discrimination not only within the organization but also within the society. Thus, there must be a balanced thought implied in every form of branding and advertising the organization would make. What I think the best way for this is to make advertisements include various persons regardless of their differences from each other.
Third, another challenge I – as the person responsible for the diversity management – might face is in the context of customer retention. The factor that makes significant impact in this is still the issue of diversity within the members of the organization. There must be a policy for inclusion. One helpful practice would be the implementation of any simple recreational activities, which will compel everyone within the organization to get along one another. The cooperation and coordination of every part of the company is the most significant thing for having the customer satisfied with every work done. And this cooperation and coordination can also be gained through a good relationship among the members of the group. But inclusion should not be implemented only in recreational activities. It should be in the entire administration of every office and work within the organization. Diversity should be seen as pertaining to human variety, not as human separation. As mentioned earlier, every human difference has its own advantages that can be significantly beneficial for the organization. Thus, this variety should be utilized in every detail of operation of the company so that in every work customers would expect high quality – which results to customer retention.
Nevertheless, what I mostly leaned in the issue of managing human diversity is how such policies will be implemented with the organization. And this has something to do with the self-convictions of everyone – especially the leaders of the organization. I have learned that along with the ‘inclusion’ plan, the members should sincerely understand and realize that this issue is an important one. In this way, the leaders might find the way to associate these things with any of their business and operational objectives. Another thing that I find important is the communication of the leaders upon the other members or subordinates. The goal of managing diversity should be well-known upon every individual in the organization so that everybody will make efforts for its fulfillment. Furthermore, what should be necessary is the accountability of everyone – particularly the leaders. Consistent monitoring of diversity management activities and the implementation of diversity policies should be done by the leaders. The leader may consider designating a particular individual responsible for this particular issue.
All in all, I have learned that I should always make effort to allow human diversity take its place in every aspect of social life. Its advantages should be well-utilized for better outcomes. Moreover, I should be looking more for more learning through the experiences of companies and other organizations around. And the most important thing that will challenge me is the act of implementation. It is to do what has been planned to be done.