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It relates to multiculturalism since at any organization there are bound to be a lot of people with a lot of different backgrounds. Some might not consider their place in the organization as a top priority while others might. In the end it comes back to how they were raised and where work lies in the pecking order.
Diversity themes gained momentum in the mid-1980s. At a time when President Ronald Reagan discussed dismantling equality and affirmative action laws in the 1980s, equality and affirmative action professionals employed by American firms along with equality consultants, engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a ...
Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.
Research on resistance to diversity has revealed insight into resistors and under which circumstances they resist. Focusing on resistance from the dominant, non-minority group, some have linked diversity resistance to White male backlash [5] [6] or straight, white, American male (SWAM) backlash, [7] although the research may focus on the study of resistance from Whites or men in the context of ...
The influence of the transitioned ideology of multiculturalism in the public sphere has led many public and private groups in Canada to work toward supporting both multiculturalism and recent immigrants to Canada. [97]
Therefore, though globalization is widely seen as an economic process, it has resulted in linguistic shifts on a global scale, including the recategorization of privileged languages, the commodification of multilingualism, the Englishization of the globalized workplace, and varied experiences of multilingualism along gendered lines.
The demographic diversity of members of a team describes differences in observable attributes like gender, age or ethnicity. Several studies show that individuals who are different from their work team in demographic characteristics are less psychologically committed to their organizations, less satisfied and are therefore more absent from work. [2]
The concept is taught in many workplaces, as it is an essential skill for managing and building teams in a multicultural society. [10] Intercultural communication has been cited as one of the two biggest challenges within the workplace, along with internal communications (mission statement, meetings, etc.). [15]