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Diversity and Its Impact on Corporate Culture

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Diversity in the workplace refers to employees of various ethnic and racial backgrounds as well as females, handicapped individuals, and older Americans. Today, many corporations have an increasingly diverse workforce.

All organizations have their own unique corporate culture.  This cultural profile can be defined as the vision, strategies, beliefs, habits, and expected behavioral norms of their employees.    Diversity can have a major impact on the organizational culture of a corporation.  As the face of the workplace changes, the culture must adapt to diversity to be successful.

In the 2011 Spring edition of Diversity Inc., four case studies provide convincing evidence that a corporate culture must accept and promote diversity.  In cases where the CEO embraced diversity and personally committed to diversity management, the corporations were far more successful. In today’s global economy, companies must understand and adapt to different cultures.  Again, the successful corporations hired employees that understood a multicultural marketplace.

A review of the Walmart 2011 Workforce Diversity report reflects its efforts to diversify its workforce.  Walmart has been very successful in hiring and promoting minorities.

Our assignment this week has sparked an  awareness that diversity in the corporate world is not only a reality, but a great opportunity that must be embraced. The ability of a corporation to adapt its culture will be competitive and highly successful.  

            Managing diversity isn’t just about complying with a federal regulation.  You must employ quality employees.  When you open your applicant pool to include minorities, you have the opportunity to source the best possible talent. Especially when sourcing for international opportunities, hiring someone who understands the culture gives you the competitive edge. 

            To develop an effective diversity training program, the first step would be to involve top management and make sure they were onboard.   The CEO must understand the benefits of diversity management and be fully committed and give a strategic direction to the company.  Next, training for upper and mid level   managers would include the impact on corporate culture and profitability, how the program would work and their role in making the training a success.  Next the training would be rolled to supervisors and finally to the department level.  Everyone would be trained and all employees must understand the resources available to help develop needed skills and the responsibility of completing the training.



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