Workforce Diversity: Gaining the Competitive Advantage

Workforce Diversity: Gaining the Competitive Advantage

Kuda Mupepi (S. James School of Medicine, USA), Tatenda Mupepi (S. James School of Medicine, USA) and Clara Mupepi (Grand Valley State University, USA)
Copyright: © 2019 |Pages: 21
DOI: 10.4018/978-1-5225-7390-6.ch006

Abstract

The growing acceptance of marrying across racial and ethnic lines (as reflected in US census statistics) together with the growth of demographic changes across workplaces is fueling fears among some who see their culture being threatened and react by engaging in overt discrimination. One concern regards employers having access to databases containing talented individuals who are ready to work. Their choices hinge on the abilities required to further their enterprise. Paradoxically, a business's culture's greatest strength could be its greatest weakness when not consistent with sound business strategies. Moreover, when such a culture prevents a firm from meeting competitive threats, this can lead to the firm's stagnation and ultimate demise. Diversity has never been thought of as a strategy until now. This chapter explores workforce diversity.
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Background Information

Symbols of the Cities

Each week, in Tottenham City, the Hotspurs Stadium on White Hart Lane hosts live national and European football/soccer matches attended by more than 100,000 fans, with millions more watching the games on television. The crowds include Africans, Asians, Indians, Pakistanis, West Indians, and native Europeans. London demographic data show the presence of minorities in the workplace and in the school system. The demand for healthcare impacts children and adults from all races and ethnic groups.

Today’s youth are of a different complexion than the youth of 50 years ago. Norris and Laub (2018) show that in America, the color of non-Hispanic whites is less than 50% of the youth population in 632 of America’s 3,142 counties. Most of these are in southern and coastal states. It implies that employers have a wider selection of talent. Norris and Laub suggested that by 2020, 50.2% of American children will be from today’s minority groups. By 2044.5, 50.3% of Americans of all ages will be from those same groups.

Key Terms in this Chapter

Windrush Generation: The West Indians who arrived in the United Kingdom in 1948 to reconstruct war-torn cities and work in the healthcare transportation and hotel and catering industries.

Workforce Diversity: The similarities and differences among people employed within an organization. Aspects of workplace diversity may include age, race, gender, personality, religion, sexual orientation, and education.

Demographic Changes: Demographics are the quantifiable statistics of a given population. Changes such as the numbers of females or males categorized in age groups characterize the populations of any given geographic region.

Ethnocentrisms: Cultural ideologies that characterize dominant race men and specific ethnic groups as being inherently superior to minority races, women, and other ethnic groups.

Ethnicity: The state of belonging to a social group that has a common national or cultural tradition.

Change in Complexion: Change in complexion in humans is the changes in natural color, texture, and appearance of the skin, especially on the face.

Multiculturalism: The presence of several distinct cultural or ethnic groups within a society or organization.

Cultural Diversity: Cultural diversity is the quality of diverse or diverse cultures, as opposed to monoculture, the global monoculture, or a homogenization of cultures, akin to cultural decay.

Polylingualism: Polylingual implies multiculturalism expressed in the ability to use several languages.

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