AbstractThe impact of diversity on organizations cannot be overstated. Whether the impact is felt in litigation, recruiting and retention, or in maintaining an organization's public image and corporate responsibility, the importance of diversity, both primary and secondary, influences an organization's ability to maintain profitability and achieve strategic goals. This paper explores the impact of primary and secondary types of diversity on organizations, and examines the legally mandated and stakeholder driven reasons for implementing and sustaining diversity.
Diversity and its Impact on OrganizationsDiversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company's ability to implement programs that continue to develop a harmonious and diverse workplace.
According to Daft (2003) such programs "builds [sic] a corporate culture that values diversity; changing structures, policies, and systems to support diversity, and providing diversity awareness training" (p.450).
Diversity in the workplace ensures that all members of the workforce are working towards the common goals and mission of the organization. In a diverse workforce race and ethnic origin are an after thought. "Our society is diverse and is becoming more so by the day. Society is at a critical point in history because the complex social and environmental issues people face can only be dealt with effectively by acknowledging the diversity in class, values, lifestyle, race, ethnicity, religion, and sexual orientation that make up our cultural mosaic" (Stewart 1995).
Women have come a long way as...