Amazon

Next we must acknowledge differences. People are different and there is no way to make them fit into a single mold; nor is there any reason to. In order to effectively manage a diverse workforce, we must acknowledge differences and agree to respect or at least accept those differences. (We may have differences of opinion about individuals such as Rush Limbaugh and Louis Farrakhan, but we should accept the fact that we share different views and respect our rights to have them.)

Finally, we should use everyone's experience and background as a resource. Diversity of experience and background means diverse ways of looking at issues and problems. Effective managing of all human resources can result in higher productivity, survival in a world of competition, improved performance, more creativity, more innovations, and reduced turnover and absenteeism. Giving emphasis to diversity without threatening our unity is the proper way we can in fact strengthen the ties that bind us together. Communication, sensitivity, mutual respect, and common trust are, in short, the primary ingredients of social cohesiveness in a democratic society.

Diversity should not be used interchangeably or synonymously with equal employment opportunity (EEO) or affirmative action (AA). EEO/AA is the law based on the Civil Rights Act of 1964, Title VII. This body of law provides a clear-cut set of guidelines with which all organizations and employers must comply regarding objective hiring, promotion, and treatment practices. The goal of diversity is to create a workplace where workers -- regardless of their diverse backgrounds, age, race, sex, religion, or disability -- feel appreciated and get along with each other. Managing diversity is good management practice and is essential for the growth of an organization.