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Essay / Research Paper Abstract
A 9 page paper that begins with a discussion about why diversity is good for business. The major laws that address discrimination are explained as is the difference between diversity and equal opportunity. The writer justifies the need for a diversity management plan at a company, describes and explains the steps involved in developing a diversity plan and finally, provides a list of recommendations for the hypothetical company. Bibliography lists 8 sources.
Page Count:
9 pages (~225 words per page)
File: MM12_PGdvpl06.rtf
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Unformatted sample text from the term paper:
among the staff, by lowering costs and raising employee morale, improving employee attitudes, and by increasing sales, market share, revenue and profits (Russell, 2006). Diversity improves the corporate culture and
it also allows the company to build more relationships with different consumer bases (Hitt, Miller and Colella, 2005). Diversity facilitates problem solving, particularly with complex situations (Hitt, Miller and Colella,
2005). In one of the statements from General Motors Corp., the company wrote: "Instead of finding that the consideration of diversity leads to racial tension and stigmatization ... businesses have
discovered just the opposite: Valuing diversity has helped their bottom line" (McKewen 2003). Some companies have admitted that sending a homogenous team to the negotiating table is a distinct
disadvantage (Prince 46). It is also a disadvantage when bidding for a government contract (Prince 46). Diversity in todays organization is more encompassing than race, ethnicity, and gender. Diversity includes:
gender, race, ethnicity, age, personality, geographic location, religion, structural, social class, sexual orientation, physical abilities/disabilities, education and experience (Leuser, 2006; Hitt, Miller and Colella, 2005). The U.S. Bureau of
Labor Statistics reported that "by 2008, women and minorities are expected to make up 70 percent of the new entrants to the work force" (Prince 2005, p. 46). Equal
opportunity and diversity are not the same thing. Equal opportunity or equality of opportunities refers to the set of laws that prohibit discrimination in employment decisions (Human Resources and Benefits).
Diversity is a commitment to both recognize and appreciate the differences among people and the value they add to the organization (Human Resources and Benefits). Very often, equal opportunity is
perceived as an obstacle and focused on problems while diversity is viewed as an opportunity (Human Resources and Benefits). Another difference is that "diversity focuses on developing an organizational culture
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