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The most important part of dealing with diversity in an organization is being able to managing it. The first component to managing diversity is being able to accept the differences in people. As long as everyone accepts the key values of the organization, managers must not ask their employees to give up their individuality. When employees come to work they don't just set aside their cultural values and lifestyles preferences. Manager must accommodate their diverse workforce by addressing their different lifestyles, family needs, and work styles. They must harness each of their unique talents into pursuing the organization's mission. People attain their goals their own way, and managers must be accepting of this.
Managers have no choice in whether to manage a diverse workforce or not. Laws like the Equal Opportunity Act of 15 have banned all preferences based on gender, race, and ethnicity in federal contracts, federal employment, and federally conducted programs. It promotes equality of opportunity between persons of different sex, age, marital status, race and other specified attributes. Also projections show that by the year 000, 75% of the incoming workforce will be woman and minorities. The United States population in the next century will consist of more Blacks, Asians, and Hispanics then Whites. Hewlett-Packard's workforce is 40 percent woman and 1 percent minorities.
Since the next generation of workers will consist of a variety of backgrounds, managers must implement certain programs, which promote positive attitudes towards diversity. One such program is a family friendly workplace. With the growing trend of woman in the workforce, and fathers deciding to have an active role in raising their children, there have been increasing numbers of workers having difficulty caring for there children and also handling their job tasks. For managers to create family friendly workplaces, they offer child care, flexible work hours, telecommuting, and other family related programs. Studies show that by offering these programs there, as been an increase of employee moral, productivity, and a reduction in absenteeism.
Managers can also incorporate diversity-training programs to increase awareness of other cultures and to disprove stereotypes. Certain exercises that mangers can use include group work, discussions, and role-playing of other cultures. By actively participate in these exercises, employees will often learn to accept individual differences as they increase there understanding of other cultures.
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Hewlett-Packard's workforce is 40 percent woman and 1 percent minorities.
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