Qualified Workforce From Diverse Populations example essay topic

By the year 2050, nonwhites will represent close to half of the U.S. population, according to the U.S. Census Bureau projections. By 2005, the ethnic minority share of the workforce is expected to grow to 28 percent, up from 18 percent in 1980 and 22 percent in 1990. Although the African American population is now the largest minority group, the Hispanic and Asian populations are growing much faster. In 1994, the African American population was estimated to be 33 million, or 12.7 percent of the total population, up from 11.7 percent in 1980. By 2025, African Americans are expected to represent 14 percent of the total.

The Hispanic population is 10 percent of the total U.S. population in 1994, it is projected to be 17 percent by 2025. The Asian population was 3.4 percent of the total. S. population in 1994, it is expected to more than double by 2025. With all of that stated, the above statistics should erase any doubt that workforce diversity is a critical business issue with serious, bottom line consequences, the Texaco lawsuit has erased those doubts forever. But a well publicized racial discrimination lawsuit is just one example of how an organization can be hurt if it is not actively working to manage and leverage workforce diversity. Other organizational costs could include depressed employee morale and loyalty, increased turnover and poor productivity.

On the other hand, if managed well, a diverse workforce can boost productivity and creativity, increase market share and make the organization more responsive to diverse markets. As a result of these demographic changes as stated above, the ability of us as future business leaders to attract, recruit, and develop a qualified workforce from diverse populations will become critical for business survival. As managers, especially in today's fast paced business environment we have little time to assess the impact of diversity efforts. Organizations are under pressure to improve the product and services they provide to customers, with greater accountability for achieving results, for reduced cycle time, and at a lower cost. So, as managers how do we manage diversity? I believe, that understanding and achieving diversity is the key to understanding the complex demands society and the marketplace place on businesses today.

I also believe, when organizations leverage the contributions of their total workforce, they not only survive they succeed. So, how down get there? Experience has shown, programs that work have taken time to develop and communicate the vision have the most success. I personally, as a manager and future business leader will be shaping messages and keeping diversity at the forefront of the minds of my peers and rank and file employees. I will also spend time learning about workforce diversity and how it affects bottom line success, this means tying diversity into the bottom line corporate strategic issues. For diversity to succeed it must be seen as strategic issues.

I think one also needs to support efforts of our CEO to lead by example and educate all employees on the myths and realities of diversity. Top management commitment to diversity is the most critical success factor. Let's face it diversity is a long term commitment. Make diversity an opportunity instead of a threat. We should be shaping messages and keeping diversity at the forefront of the minds of executives, middle managers and rank and file employees. I believe in the long run this will make our organizations stronger, healthier and better able to take on the challenges of the next century.