The term "diversity" is used broadly to refer to the many demographics, including but not limited to, race, color, religion, gender, nationality, sexual orientation, disability, age, education, and skills. America's diversity has given this country our unique strength, resilience, and richness, within the workplace. My objective is to analyze and present information relating to how organizations operate, perform, and communicate in today's diverse workforce conditions. I will concentrate on the culture of Mexicans, exploring why they are the way they are, and how to best manage their strengths and alleviate their weaknesses.
A significant concentration of US corporations are working to build a successful diverse organization. But just what does it take to be successful? A diverse workforce is achievable if businesses are willing to examine and initiate changes in organizational structure. Upper management is responsible for beginning the process by supporting and committing to the concept of a diversity-driven workforce, overseeing a program that includes an assessment of existing policies and practices. With organizational goals in mind, systems currently in place that do not promote inclusion should be replaced. This process includes a look at the distribution of work assignments, how employees and candidates are evaluated, the basis for promotions, the composition of work teams, and behavior receiving special attention. The objective should be to create a model of inclusion that enables the workforce to become more productive and the organization more efficient and competitive (Arthur, 1998).
There are many advantages to seeking a diverse workforce. Employers are able to select from a larger labor pool, improving their chances of finding outstanding candidates. Employees will appreciate the multicultural environment provided and are likely to be more motivated and have a better attitude, resulting in higher productivity.