Diversity in a Globalized Workplace, Essay Example

Globalization is a serious concern for many companies that have been forced to become large players in an international economy.  Due to the strain of globalization, companies are being forced to adjust their business practices, both positively and negatively, in order to effectively compete in a globalized market.  One of the more positive outcomes of globalization stems from the addition and inclusion of diversity practices within the workplace.  Unfortunately, the United States is still in its infancy of effectively including diverse relations of gender, race, ethnicity and religion into business practices, laws, and corporate policies.  The impact of globalization and the necessary inclusion of diversity within all environments, especially the healthcare industry, will yield high benefits for any organization that effectively included diversity into the corporate policies and follows the specific laws created to implement diversity into business and social cultures within the United States.

First of all, it is important to discuss and understand the characteristics of diversity in order to view how it can be applied to a business workplace.  Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (NAAHR).  Clearly, diversity is not simply a gender or racial issue, although they are key components of the historical fight for equal rights and social productivity in the United States.  According to Secretary Gale Norton of the Department of Interior, “America is a stronger nation because of the diversity of its people. It is the many different views and perspectives held by these diverse groups that bring creativity and innovation to our nation and our Department” (DOI.gov, 2005).  This accumulation of different peoples with different views have different ways of thinking, multiple points-of-view for the organization, and can be very effective in the workplace if they can all learn to work together. Such advantages within the workplace would include higher profit sharing, the ability for the company to engage in more diverse marketing and sales, and the diverse workforce may be able to communicate with individuals globally that do not speak English as a native language. Each of these advantages increases the client or customer-base and also increases profits in a new global marketplace.

Many laws have been enacted to force the inclusion of different peoples into the workplace, and this has provided the basis for multiple companies devising diversity training and plans for ensuring diversity effectiveness within the workplace.  There are several legal documents that have forced employers and employees to alter stereotypical and prejudice behaviors that can restrict others’ rights or actively discriminate against someone else.  First of all, the most commonly cited law is the Title VII of the Civil Rights Act of 1964.  ‘Title VII prohibits employment discrimination based on race, color, religion, sex and national origin” (EEOC.gov).  The Equal Pay Act of 1963 is administered and enforced by the Equal Employment Opportunity Commission (EEOC).  This law prohibits sex-based wage discrimination between men and women in the same workplace who perform jobs that are equal in skill, effort, and responsibility under similar working conditions (EEOC.gov).  These are just two of the most commonly used laws that have been devised to instruct and enforce employers’ inclusion of diversity within the workplace.  No person should be discriminated against through physical or verbal acts as well as the inappropriate practices of business professionals.  These laws, and many others, are highly punishable and garner millions of dollars in retrieved damages for sexual harassment and discrimination cases each year.

Globalization of the healthcare workforce greatly impacts diversity within the United States.  As healthcare companies continue to reap the benefits or consequences of competing within a globalized marketplace, they must adjust business practices to ensure that appropriate actions are taken to effectively compete.  The competition is being found to be greatly impacted through the inclusion of diversity within the healthcare workplace.  This enables hospitals and medical professionals to engage care practices with different ethnicities, races and religious individuals in a number of environments domestically and foreign.  As a positive consequence, globalization is forcing healthcare companies to actively include diversity within the business and professional practices every day.  Programs are being devised to change stereotypical and prejudice thoughts and actions to ensure that different types of people are able to effectively work with one another for the betterment of the organization.

Many of these programs include hands on training for all individuals within the areas of diversity as well as gender, religious and racial sensitivity.  Because of the high importance of this issue in a globalized workplace, several companies even hire external professionals in diversity training to help staffs work together and learn about the consequences of bias, discrimination and prejudice.  As training is only the first step, healthcare organizations must devise a plan to effectively monitor and maintain diversity in the workplace.  This can be performed through a strong human resources department that specializes in maintaining such an environment.  Human resource personnel must be able to view the importance of diversity and actively include this within the organization’s hiring practices.  Furthermore, the administration must take an active position on diversity and draft a written policy for including diversity within the organization for both legal and business considerations.  The benefits of diversity are clear, and must continue to be used when organizations attempt to compete in a globalized workplace.

References

DOI.gov. (2005).  Strategic plan for achieving and maintaining a highly skilled and diverse workforce. Retrieved from http://www.doi.gov/diversity/strategicplan%20FY05.pdf

EEOC.gov. (2009, February 17). The equal pay act of 1963. Retrieved from http://www.eeoc.gov/policy/epa.html

EEOC.gov. (2009, February 17). Title vii of the civil rights act of 1964. Retrieved from http://www.eeoc.gov/policy/vii.html

NAAHR. (n.d.) NAAHR-Philadelphia News & Events. Retrieved from http://www.naaahr-philadelphia.org/news.html