DESPITE A PERSISTENT AWARENESS OF THE NEED TO MANAGE THE RELATED CONCERNS ITSELF ON DIVERSITY ISSUE,

DESPITE A PERSISTENT AWARENESS OF THE NEED TO MANAGE THE RELATED CONCERNS ITSELF ON DIVERSITY ISSUE,

The workforce is categorized by an increased number of women, ethnic backgrounds, minorities, and different lifestyles. This has apparently imposed undue harm to both the organization and the individuals that are directly impacted by the leadership decision -making. However, to some extent, the leaders have realized that these demographic workforces have transformed into a position which could affect the organization function and competitiveness. As illustrated by their Fortune 500, more than half of the C-suites and boardrooms are comprised of whites that are male (Donnelly, 2017). This research will focus on how the organization manages diversity to make it equal to all employees. Despite a persistent awareness of the need to manage the related concerns itself on diversity issue, companies have implemented various approaches to diversity management. Managing diversity should concentration on the targeted education, training, recruitment initiatives, mentoring problems in an effort to intensify and retain employees (Weech-Maldonado, 2002). However, some research has explored the organizational approach to diversity management which focuses on the diversity and inclusion.

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For example, Fortune 500 conducted a survey that entailed of 10 companies which contained a total of 450,000 employees from those that been honored for their diversity. The participates used for the survey consist of people with disabilities, women, minorities, and people from the LGBTQ (lesbian, gay, bisexual, transgender, and questioning) community Fortune examined the lucidity on diversity and inclusive by collecting data from the EEO-1 database from the past years. The general goal of their research (and the problem) was to understand better the some of the factors and significances that surround how companies had influenced the industry leaders to set the role modeling and expectations since they were directly accountable for hiring a substantial amount of the Americans workers.

To narrow their investigations, the researcher set out to learn about the general nature of the diversity of their culture and success to the organization. Given the hiring practices related to the leader’s position, Fortune had to employ 17.5% of the total U.S. workforce companies on diversity (Donnelly, 2017). To obtain their answers, the researchers compared the 400 companies on gender or ethnicity of their employees which, is a set requirement for the Department of Labor to be done on a yearly basis. However, the DOL only received about 20% of the reporting from the companies in 2017 about the race and gender of their employees and less than four percent shard on the data (Atlassian, 2017).

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