“managi Diversity Policy”
Introduction
An organization’s human resource management function focuses on the people aspect of management. According to Lawrence Kleiman said, any organization’s success depends on how it manages its resources and a business cannot succeed without managing its human resources. Thus, people determine the organization’s objectives, and people run the operations that allow the organization to reach its objectives.
Demographic changes in the population have led to changes in the labor pool in which the public sector selects its workers. As we enter the third millennium, America's workforce looks markedly different than it ever has before. In a way, it can be described as polytypic. Compared with the workforce of even twenty years ago, more white women, people of color, disabled persons, new and recent immigrants, gays and lesbians, and intergenerational mixes (i.e., baby boomers, Generation Xers, and Generation Nexters) now work in America. To say that this has created challenges for managing the workplace is an understatement. The way in which government employers embrace this opportunity of diversity will clearly distinguish effective and efficient organizations from those that are unproductive and unable to meet the demands and necessities of the American people in the twenty first century.
In short, workforce diversity will prevail in public and private sector organizations in the twenty first century. To the extent that the demographics of the
workforce reflect that of the general population that it serves and it is effectively managed, the delivery of public services will be greatly enhanced.
Predictions and estimates over the past twenty years or so suggest that because of demographic changes to this nation's population, the composition of public and private sector workplaces is contemporaneously changing. The workforce changes that have already begun to occur include:
• Increases in the...
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