Diversity And Diversity

The United States has become a melting pot of many ethnic cultures. The diversity of these differing cultures abounds in families, communities, private and public organizations; and benefits our society with an increased cultural awareness and engagement, which has decreased stereotyping and decreased discriminatory practices on the basis of being different (Wilson, 2014). According to Manning & Curtis (2012), diversity is about all person’s being accepted and respected and being able to believe that their voices will be heard (P. 282). It seems to me that corporations and nonprofits focus on different aspects of diversity in their mission statements. Most of the diversity mission statements that I read for corporations were focused on being
Diversity can foster opportunity and excellence for an organization by increasing workplace creativity, broadening the range of knowledge and skill, improved decision making because of varied perspectives, and improved service delivery to a diverse customer base (Manning & Curtis, 2012). Many organizations have realized the importance of diversity and are now focused on educating and promoting it within the ranks of their employees. Diversity is no longer just a buzzword, a marketing strategy or a nice, fluffy, feel good policy; it has become a primary focus because they have realized that it is tied to the competitive advantage and success of the organization, which makes it an economic
It is my opinion that there is definitely a glass ceiling for minority groups in their attempt to obtain executive level positions. The United States workforce has more minorities, women and immigrants than ever before but those people still face difficulties rising to top executive positions (Manning & Curtis, 2012). One recent study shows that only 3 percent of managers that service international clients are women, and they face many barriers to their upward progression, such as very few mentors, less developed networks, and traditional beliefs about gender based jobs (Bruning & Cadigan, 2014). In corporate America, it seems that executive level positions are still primarily held by caucasian males. When women do hold executive level positions, they typically earn lower salaries than their male counterparts (Javdani, 2015). These are only two examples of glass ceilings that are experienced by minorities seeking or presently in executive level positions in organizations; there are many more examples that could be