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Welcome to the first issue of Diversity
Insight. The topic of workplace diversity has never been more
important than it is right now. Employers across the country are
struggling to manage a new workforce that is becoming increasingly
diverse and complex. As a result, HR is required to settle
differences between ethnic groups, bring peace between generational
workers, satisfy the unique needs of disabled employees, and avoid
offending an employee’s religious commitment. Helping today’s HR
practitioner understand how to manage this new set of challenges is
why we’re launching this e-zine and what it’s all about. Each month, Diversity Insight will provide business-focused strategies for understanding the cultural, communication, and the workplace needs of today’s diverse employee. You’ll receive the hard-hitting solutions that will help you address and manage the differences between generations, genders, ethnic groups, and other diverse employee populations. Plus, you’ll receive advice that works because each issue features real-life lessons used by your HR peers in gaining commitment from a diverse group of employees. If you want proven advice for managing today’s diverse workforce so they make the organization the most important element in their professional lives, then we invite you to sign up for this FREE e-newsletter today. Please contact us at anytime if you have questions, comments, or a diversity issue you would like to see covered in a future issue. Sincerely, Ralph Gaillard, Executive Editor Celeste Blackburn, Managing Editor |
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Managing and motivating the iPod workforce Raised by Boomer parents on a diet of praise and self-esteem, Millennials are the next big thing, and they know it. They show up to work with lots of answers. Hierarchy? Only if it helps us get the work done. Need it yesterday? No problem. Technology? We eat that #@%! for breakfast. Which brings us to workplace demeanor. Could use some serious polish. Millennials multitask and multicareer. Cross-train them; they call it a reward. Give them four jobs to do at once, and they swim like fish in fast water. Twenty-somethings exude impatience, confidence and ambition; and with the Boomers growing gray, they are our high-speed, high-maintenance future.  |
What to do if an employee objects (loudly)
to diversity training You’re headed for the cafeteria when George (a young, energetic manager with promise) stops you and says, “I hope you don’t expect me to show up for that class about gays tomorrow.” This is news. You didn’t know George had objections to the planned diversity seminar. George registers your surprise and ups the ante. “I believe in God and scripture,” he says, his voice growing louder. “I won’t go.” You notice that people have stopped to listen in. “Let’s talk about this in my office,” you say. George crosses his arms over his chest. “I’d rather talk here.” What to do? Your lunch is a write-off. Adrenaline pours into your bloodstream. Fight or flight is your natural response, but it won’t help you now. What can you say to avoid a shouting match? |
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One word & two cultures = production
problems A team is missing its production deadlines, and a different cultural interpretation of the word "deadline" is the cause. Two experts offer solutions for fixing the problem. |
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New AARP study offers blueprint for training
older employees The Bureau of Labor Statistics estimates that by 2014, 21% of America's workforce will be at least 55 years old. According to AARP estimates, that number could be even higher. As a result, you need to prepare for an aging workforce. With a wave of baby boomers set to retire and a consequent looming worker shortage, many employers are now considering the role of the older employee in their organizations. On one hand, these employees have the benefit of experience. On the other hand, there is some trepidation that they might not adjust to new technologies and processes as well as their younger counterparts. |
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Lockheed Martin settles race case for $2.5 million Lockheed Martin, the world’s largest military contractor, will have to pay former employee Charles Daniels $2.5 million. The African-American electrician was subjected to a racially hostile work environment at several job sites nationwide. This is the largest amount ever obtained by the Equal Employment Opportunity Commission (EEOC) for a single person in a discrimination case. In addition to paying Daniels, the company has agreed to terminate the harassers and make significant policy changes to address any future discrimination. |
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Relevant statistics for today’s diversity
executives
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