MGT 516

Managing in an Inclusive Environment: Diversity

TUI University Patrick Wayne Scanlon Module 2 Case Assignment MGT 516 Legal Implications in Human Resources Doctor Jennifer Stephens June 5, 2011

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Abstract
The purpose of this paper is to demonstrate an understanding of workplace diversity. (TUIU, May 2011) I will begin by discussing diversity and inclusion implementation opportunities. Additionally, I will address potential conflicts that may result from policy implementation in the workplace as well as ways of mitigating these conflicts.

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Managing in an Inclusive Environment: Diversity

Variety is the Spice of Life

Diversity is an area that many, if not all, businesses can benefit. It is an area that challenges the most seasoned HR professional. I think this is, in part, because it hasnt been federally mandated. With no federal requirement, there also is no official definition. Several organizations have defined for themselves (Diversity Defined in, 2008) but, in my opinion, the lack of a common terminology may be the biggest challenge in a wider adoption of diversity programs. The Department of the Interiors Office of Civil Rights makes a fair interpretation to develop a framework. (Diversity & Program Compliance, 2011) It provides a broad interpretation that covers the Title VII spectrum and offers somewhat of a justification kicker in there to support the idea. I think this is a good thing. It allows companies the opportunity to make choices and, hopefully, do the right thing without requirement. The toughest part of doing the right thing, though, may be doing the right thing. There will always be critics of any decision made and standing and facing those challenges can be daunting. So, here, Ill discuss some of those potential challenges and what may be done to mitigate the challenges in store.

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Rising to the Challenges

Implementing Change
The first and foremost challenge that will be faced by any HR professional preparing to implement a diversity program is management buy-in. New programs are almost always met with resistance. Some reasons for management to resist change are loss of power, additional work required, lack of ability, fear of job loss, and the necessity of change. (Top Reasons for, 2003) A strong change-management process is the best way to achieve acceptance and support from your management team. (Nguyen, 2010) When implementing the process, it is important to sell the potential impact to business. If a new program offers a competitive advantage, then it has a better chance of survival. From new marketing opportunities to a broader workforce skill set to retention, implementation of a diversity program can have positive impact across the organization. ( Espinoza, 2007)

Religious Tolerance vs. Sexual Orientation Acceptance

I think that religious acceptance is something that should walk hand-in-hand with tolerance for sexual orientation. With more and more organizations promoting a faith friendly environment and some even taking things a step further by incorporating faith into their mission statement (Grossman, 2008), it can create an intimidating environment for employees whose sexual orientation may fall outside religious tolerances. Religious tolerance generally considers the wide variety of religions and beliefs that come from around the world. Whether one considers Christianity, Judaism, Muslim, or any

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other faith-based belief that employees may follow, very few seem to willingly accept homosexuality. For the organization that chooses to openly acknowledge faith within their mission statement such as Coca Cola Bottling Co. Consolidated (Our Purpose, n.d.), it may isolate those employees who openly acknowledge their lifestyle or those who may still have difficulty openly acknowledging it. I dont believe that an organization can truly promote both faith and sexual orientation in a diversity program. That isnt to say that all are not welcome. I believe diversity doesnt need to openly promote to accept. By promoting one, the other will feel alienated and that isnt being very diverse.

Recognition Programs
While I was in the military, we did monthly recognition programs promoting diversity. For example, February was always Black History Month; there was an Asian-Pacific Islander Month and a Womens History Month as well. There were recognition programs for the various branches of the military and even for specific groups such as the Medical Corps. It was a great opportunity to see what each particular group had contributed to our history to make us who we had become. However, there were occasional grumblings from service members who felt that preference was being given to all these minorities. I believe that similar recognition programs in the private sector may be met with similar opposition. I learned over the years of my military training that if you see a problem then you should do something about it. If you dont then youre part of the problem. So, for the grumbling employee that may feel that his or her talents or heritage isnt being given proper recognition,

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they should be given the opportunity to promote their heritage by developing a recognition program (with organizational review, of course) that showcases their background.

Summary
Im glad that diversity hasnt been legislated. By giving private industry the opportunity to implement it voluntarily, a diversity program has more substance and probably means more to everyone involved. A good program for diversity should be inclusive of everyone. It shouldnt be limited to race and gender but should take everyone into account.

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References
TUI University. (May 2011). Module 2 Case Assignment. Legal Implications in Human Resources (MGT516). 'Diversity' Defined in Less Than a Third of Workplaces. (26 February). Business Wire. Retrieved June 5, 2011, from ProQuest Newsstand. (Document ID: 1435434951). Diversity & Program Compliance. (2011, March 14). Retrieved June 18, 2011 from http://www.doi.gov/diversity/workforce_diversity.html Top reasons for change resistance. (2003). Retrieved June 19, 2011 from http://www.prosci.com/tutorial-resistance.htm Nguyen, S. (2010, February 5). Implementing change and overcoming resistance. Retrieved June 19, 2011 from http://workplacepsychology.net/2010/02/05/implementing-change-and-overcomingresistance/ Manuel Espinoza. (2007, April). Turning Diversity Into a Competitive Advantage. Financial Executive, 23(3), 43-44,46. Retrieved June 5, 2011, from ABI/INFORM Global. (Document ID: 1258047151). Grossman, R.. (2008, December). RELIGION AT WORK. HRMagazine, 53(12), 26-33. Retrieved June 5, 2011, from ABI/INFORM Global. (Document ID: 1606755641). Our purpose. (n.d.). Retrieved June 19, 2011 from http://www.cokeconsolidated.com/our-company/ourpurpose.aspx