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Essay / Research Paper Abstract
This 12 page paper is written as a learning log for a HRM course. There are 3 'log entries'. The first outlines why diversity management is an interesting subject to look at. The second entry presents research concerning a particular company, The Bank of America, reflecting on what was found and what this means for the application of diversity management. The last entry is reflective. Looking at what was seen in the research. The bibliography cites 10 sources.
Page Count:
12 pages (~225 words per page)
File: TS14_TElogdiversity.rtf
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Unformatted sample text from the term paper:
create an equal workplace. There are cases seen in the press regarding discrimination, but with several decades of legislation it may be expected that these cases, whether they are gender,
race or religious discrimination they should be an expectation. This make the idea of looking at the issue of diversity management an interesting proposition, and considering a firm that has
gained a great deal of attention for positive diversity strategies; the Bank of America can add value to that study. The idea of a free society and a democracy
should mean that the workplace is at least moving towards a meritocracy which may be seen as the ultimate model of equality; where individuals are given their jobs, and promoted
based on their own abilities rather than on personal connection or subject to stereotype judgments of discriminatory practices. This can also benefit organizations as those run by better qualified individuals
may result in an organization that in run in a more qualified, experienced individuals (Verschoor, 1998). This is an issue that looks
not only at equality, it needs to look at the way that diversity within a workforce may be managed and leveraged. In many ways equality and diversity may be seen
as two laudable goals for an employer, making this an interesting study, but they arte not the same thing. Diversity means recognizing
and accepting the differences burden the employees and adapting employment practices to reflect the differences. However, treating employees differently simple due to a different demographic may also be seen as
undermining work-place equality (Rijamampianina and Carmichael, 2005). There is little doubt that although workplace equality is a goal in the US, it has not yet been attained. The question is
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