ERIC Number: ED355430
Record Type: RIE
Publication Date: 1993
Developing Diversity Initiatives: Definitions and Process.
Duncan, Roberto A.
U.S. business and government are managing an increasingly heterogeneous work force. Between 1985 and 2000, white females, nonwhites, and immigrants are projected to represent 88 percent of new workers. Approximately 4 million new immigrant workers will join the work force during the next 10 years. Therefore, it is imperative that employers recognize and accommodate this diversity of talents and cultures. The old assimilation model no longer is desirable because it fosters disrespect for some cultures and increases tensions. In order to deal with diversity, employers must first define it. They must pay attention to multiple diversities of gender, race, ethnic origin, and cultural background. Employers should help new employees to acclimate themselves to the workplace by providing training in basic skills as well as in workplace expectations. At the same time, they should help dominant-culture employees respect and accept the new workers. Communications, in face-to-face exchanges as well as through company newsletters and training sessions, should be welcoming and should accentuate the positive effects of employing workers with varying talents and accomplishments. By reducing the kinds of stress that cause uncertainty and anxiety in workers from other cultures, and hence adversely affect productivity. Companies will be helped to better compete in the increasingly diverse marketplace of the next century. (Contains 10 references.) (KC)
Descriptors: Adult Basic Education, Business Responsibility, Cultural Pluralism, Diversity (Institutional), Employment Practices, Ethnic Groups, Ethnic Relations, Intercultural Communication, Labor Force Development, Minority Groups, On the Job Training, Organizational Climate, Racial Differences, Racial Relations, Social Differences
Publication Type: Opinion Papers
Education Level: N/A
Authoring Institution: N/A