Why Implement a Diversity Program?
Diversity programs are a popular trend amongst modern businesses. Diversity includes the entire spectrum of primary dimensions of an individual, including race, ethnicity, gender, age, religion, disability and sexual orientation. Inclusion seminars, sensitivity training and ethics programs are features of human resources departments nationwide to prepare employees to interact effectively. This widespread trend has it roots in a variety of social and business factors.
History
Following the Civil Rights Movement, Civil Rights Act and Equal Opportunity Act of 1972, the United States government implemented the initiative of Affirmative Action. Affirmative Action is a policy designed to counter past discrimination against women and minority groups through measures to improve their economic and educational opportunities. This mode of thought sparked the first notions that including underrepresented groups in the workplace was a necessity.
Economic Factors
Economic factors such as globalization have created a larger incentive for companies to approach a policy of diversity and inclusion. Globalization describes an ongoing process by which regional economies, societies and cultures have become integrated through an international network of communication and trade. Many large companies do business outside of the U.S. with individuals of other nationalities, religions and races. Companies recognize that the strength of having a team of decision makers within their companies that represent a variety of world views and experiences leads to business decisions that reflect the same cultural values of the potential clients they seek in other nations.
Marketing
Companies with all one race, gender and age of decision-makers are often stereotyped as being prejudice. With America's controversial history of race relations, companies that can demonstrate that they employ individuals from all backgrounds appear to be more socially responsible and disassociate themselves with the stigma of America's uncomfortable racial history. According to the U.S. Department of Commerce Diversity Task Force, in order for government and businesses to continue to be effective and motivate citizens to contribute to building these institutions, leaders should recognize and capitalize upon the diversity of the nation.
Misconceptions
Many assume that diversity programs are based on principles of affirmative action and reverse discrimination. Reverse discrimination is the theory that members of the majority demographic are restricted of certain liberties in order to provide opportunities to minorities. These contesters to diversity programs assert that professional merit alone should determine who is hired within a company. Supporters of diversity programs explain that diversity includes everyone by definition, not just particular groups and that talent comes from all backgrounds.
Effects
In a recent study on the effects of diversity programs, the Diversity Task Force learned that programs "that promote and achieve a diverse workplace attract and retain quality employees and increase customer loyalty. For public organizations, it also translates into effective delivery of essential services to communities with diverse needs." John Pepper, CEO of Procter & Gamble, issued the following statement on his Fortune 500 company's diversity program: "Our success as a global company is a direct result of our diverse and talented workforce. Our ability to develop new consumer insights and ideas and to execute in a superior way across the world is the best possible testimony to the power of diversity."
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