Arcelormittal Diversity Case Study

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

Nicole Barde, a network manager for Intel Corporation, says, “We view diversity as one of our major competitive advantage, It allows us to understand global markets and the need of our customers.” (Shaw & Barry, 2013, pg. 557). Today, four-fifths of those entering the workforce are either a minority or immigrants. Affirmative action allows corporations to benefit from a diverse pool of talent that they can recruit from. With the number of minorities in this country increasing, with the globalization of our corporate environment, it stands to reason that the future of Corporate America will be a diverse one.

It is very important for leaders and managers to embrace a diverse workforce. Because diversity could possibly add influence to the market share, and could widen the talent in the recruitment process for the organization. In addition, the organizations could benefit from the various perspectives and experiences; for example, different races, gender, and age groups within the workforce. However, a diverse workforce might also be challenging; for instance, leaders and managers may spend too much time in promoting

Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation.

Diversity in the organization can affect the employees and their behavior in many ways. The effect can be positive and negative in the same time. The positive effect is, it will wider employee knowledge, skills, and attitude which will allow the organization to become more competitive globally. Higher diversity of employees mean higher diversity of knowledge, skills and abilities. Sharing experience inspires innovative thinking (Claudia Quaiser-Pohls, 2013, p. 41). Today in the modern workplace, most organizations will have

Organizations who make a commitment to diversity can see a significant impact on business in many ways. Diversity “requires a significant commitment for change to occur” (Delong, 2007, p.9). It is extremely important that leaders understand the commitment and embrace it in order for a positive impact to occur. Employers with diverse cultures and leaders can build positive and successful relationships with customers, suppliers and vendors. They can better attract and retain top talent. All of these equal more financial gain for the company.

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

The way in which an organization tackles diversity determines its negative or positive outcome. All the 5 companies agreed that diversity has contributed to their success. Some barriers were identified in managing diversity like the difficulties faced by women in managing the work and family, fear of discrimination, resistance to change, diversity is not seen as an organizational priority, resistance to change and unsupportive working environment for diverse employees. Diversity contributes to more productivity but if not properly managed could hinder success.

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

When one speak of the word diversity, odds are the first thing that comes to mind is either race or gender, when in fact it is a whole lot more that can be considered and not just race alone. It can be diverse ideas, diverse training, diverse cultural, diverse academic abilities, and diverse skills. Diversity Management is the practice of recognizing and supporting multiple lifestyles and personal characteristics within a group of people. In today’s workplace diversity is not a norm but also an encouraged workplace makeup from employees, shareholders, government, and employers. Diversity

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

With the changing demographics of the U.S. workforce (Ng & Burke, 2005) and the need for organizations to continually innovate their products and services to remain competitive, embracing diversity and the benefits its brings is going to be key to driving a successful organization

Diversity is important to companies because with a diverse environment people can benefit and learn from others' ideas. Other reasons for the importance of diversity to many organizations are the recognition of differences as prerequisites for high performance and continuous improvement, enhancing the effectiveness and creativity of the organization, and valuing conflicts as opportunities for more effective decision-making and problem solving. Diversity has a major impact on our behaviors in the work place.

The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

Hiring a diverse workforce is valuable in enhancing effectiveness of any manager or leader for many reasons, as outlined by Kerby and Burns (2012): (1) a diverse workforce drives