Changing Workforce Discrimination in the Term Paper

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Among race and ethnic groups, the Asian and other labor force is projected to increase the most rapidly. The Hispanic labor force is projected to be larger than the black labor force due to faster population growth. Overall, the U.S. Department of Labor predicts that by 2008, seventy percent of the new entrants into the workforce will be women and people of color (Companies focus on recruiting diverse workforce, but retention and promotion lag behind).

Researchers predict that employers will soon be working hard to recruit or keep older workers who are now experiencing age bias (The changing workforce). To do so, businesses will have to offer incentives that are attractive to older workers. Examples include health benefits that incorporate long-term care insurance and short- and long-term disability insurance, pension plans, and alternative work arrangements such as part-time and intermittent work, telecommuniting, phased retirement to gradually reduce work hours and working after retirement.

Workforce diversity needs to be a key strategy for attracting workers in the coming years. Organizationally, companies should: (Companies focus on recruiting diverse workforce, but retention and promotion lag behind)

Have HR and business processes in place to support diversity and a culture of acceptance.

View diversity as something that will enhance teamwork, decision making, and business results.

Include the business case for diversity as part of business strategies and goals.

Have HR and business leaders who understand what cross-cultural competence would look like in the organization.

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Have the resilience for a long-term process to achieve breakthroughs in diversity and inclusion.

A changing workforce will require companies to create new and revise their existing policies and procedures to suite the unique needs of distinct demographic segments (Companies focus on recruiting diverse workforce, but retention and promotion lag behind). Things such as health and retirement benefits, authority, and job satisfaction have different meanings for different races, genders and age groups. These differences can cause tremendous challenges inside an organization. Diversity training has the ability to increase awareness, impart knowledge and educate employees further on how to accept differences among fellow employees (Diversity training). The main benefit of diversity training is to create a positive work environment by helping employees recognize and be tolerant of differences among co-workers.

To remain competitive, companies must attract a talented labor pool. Today, this means that companies must move beyond efforts to avoid discrimination and evolve into businesses that embrace diversity. New efforts will be needed to recruit and retain a diverse workforce, requiring changes in organizational behavior and modifications to policies and procedures. This transition will be difficult, but can be successful if linked directly with the mission and objectives of the business along side an effort to make employees understand and accept the need for diversity......

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