Manage Diversity

How to Manage Diversity

In its broadest context, diversity is defined as "recognizing, appreciating, valuing, and utilizing the unique talents and contributions of all individuals” regardless of age, career experience, color, communication style, culture, disability, educational level or background, employee status, ethnicity, family status, function, gender, language, management style, marital status, national origin, organizational level, parental status, physical appearance, race, regional origin, religion, sexual orientation, thinking style, speed of learning and comprehension, etc.

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 organizational performance” by which diversity is managed.

Diversity means to value and utilize the collective talents and contributions of all individuals regardless of difference and/or similarity.  To manage diversity is to support this collective talent in way that adds a measurable difference to organizational and industrial performance.

It has become increasingly apparent that focusing on diversity and looking for more ways to be a truly inclusive industry - one that makes full use of the contributions of all employees – and appropriately managing a diverse workforce is crucial for the relevancy and economic vitality of the magazine publishing industry.  Diversity yields greater productivity, competitive advantage and market share.

The U.S. population of color surpassed the 100-million mark in May 2007.  Today, one in every three Americans is a person of color.

Consider the following:

Hispanics/Latinos now comprise nearly 13 percent of the U.S. population, which grew to 284.8 million in July 2001 (up from 35.3 million, or 12.5 percent of the country's 281.4 million residents in April 2000).

African Americans and Blacks (of all diasporas) make up 12.7 percent of the nation's population, up from 12.6 percent in April 2000. The Black population grew by 700,000 in the 15 months after Census 2000 was released. 

Asians are the next largest minority group after African Americans/Blacks and Hispanics/Latinos, at about 12.1 million, or 4 percent of the population.

Caucasians remained the largest single population group, numbering about 199.3 million in July 2001, nearly 70 percent of all U.S. residents. 

Your organization can keep risks at a minimum by understanding what diversity is, why it matters, and how to effectively manage your business in terms of diversity.  The inability to manage diversity in the workplace can be extremely harmful and can cost your organization in the following ways:

Negative consumer image
High employee turn over rates
Loss of advertising revenue

Discrimination suits

Litigation time and money

Legal fees/settlements