Diversity is defined as recognizing, appreciating, valuing, and utilizing the unique talents and contributions of all individuals regardless of age, occupation, religion, ethnicity, gender, age, socioeconomic status, sexual orientation, geographical differences, personality traits or value and attitude differences, etc. However, more narrowly defined and organizationally focused, diversity is a collective mixture characterized by differences and similarities that are applied in pursuit of organizational objectives. It is the process of planning for, organizing, directing, and supporting these collective mixtures in a way that adds a measurable difference to any organizational performance by which diversity is managed. In this paper, I will discuss the impact that diversity has on age, religion, ethnicity, gender, and occupation.
Religious diversity is an important component of cultural diversity, which more are now taking serious. However, cultural diversity and religious diversity are often evaluated quite differently. In today's society, there is at least a polite and superficial consensus that cultural diversity is here to stay and may enrich life. (Gross, 1991)
According to Sheldon Steinhauser author of Successfully Managing an Age Diverse Workforce, the number of older workers wanting and needing to work full or part time is likely to grow in the face of longer life expectancy, better health and fitness, and economic necessity. As a result, people will continue in work through their sixties and early seventies. For example, Vince.
Ethnicity is culture-based and race is biologically-based. The United States has a rich blend of cultural traditions. Ethic groups from around the world con ...