Diversity in Successful Organizations: A Critical Look
An organization or team is built to achieve something. It is not there just for the sake of its existence. It is composed of different individuals with different characteristics, beliefs, and ideas. Once we become a member, we admit the fact that we will be doing a specialized task, and we will be working with other people. Thus forgetting our individuality for the pursuance of that common goal is a must.
But again conformity to this collective effort will still depend on many factors: like administration, efficiency, and policies for example. This paper will discuss the different policies, reports, and statistics that will help evaluate the role of diversity in the success of an organization (Hickman, C –). Some companies like the Lockhead Martin team (Lockhead Martin Corporation 2006) accept diversity in its team members, particularly the different councils of the company that has specialized functions.
They recognize the fact that having employees with different skills, backgrounds, perspectives, gender, race, experience, appearance, beliefs, Career orientation, and lifestyles will make them more effective and successful in the global market in bringing service by extending the coverage to more people. They do not care about this; they are more concerned in the performance of the employee. They will work in a collective way. They are also aware that these differences compliment the other.
In a message from the President, they said that Lockheed Martin would also extend their Equal opportunity employment and affirmative action that still follows a legal procedure. For the company, diversity is a long way to go, that’s why they’re making the company inclusive of this diversity. They make sure that every member of the team feels a sense of belongingness. Aside from being technologists, researchers, and business leaders, the members are also involved in 1.
9 Million hours of community projects. Differences are not also a problem since they are also working to teach math and science among the kids, that also gives training to their employees. And to meet their diversity inclusiveness objective, they have contributed to the country by giving financial and personal contributions. Though they are different, they all work as one into achieving a goal. All of these are included in the policies of the company.
The inclusiveness of diversity in their company means that they value the worth of their individual employees while strengthening the company as well. This diversity enabled them to make a solution to the language barrier, and that is through having a common language. Diversity also enabled them to build what they call a Diversity Maturity Model (DMM) that makes them monitor their progress. They also have a leadership program that is guided by the principle of inclusion, respect and diversity. They are given the chance to be exposed on different situations.
Aside from that, there is also growth and benefits that the company gives for the members in order to attract more people with different skills and abilities to apply, and for their employees to stay. Once you get hired, they will make you feel that you are working as family, where there are employees that will assist you in your first week or months in the office. It is even included in their mission that their company is a place where there is no discrimination, no harassment; there is equality and fairness, ethical and inclusive.
It is basically to make the company more flexible in the market. To be able to make the company more effective, it is only right that they completely understand the different types of needs of the customers (Lockhead Martin Corporation 2006). This policy of Lockheed is almost same in the principles of the Commission of Public Relations education who said that the rising commitment to diversity, especially in the public relation profession is a sign that things are progressing. Each can deliver something to contribute into the group, for example insights.
They also gave diversity a definition that public relations practitioners, teachers, and students must know by heart. They said that given the fact that we have primary and secondary dimensions of diversity, we must understand how these two dimensions play a role in communication. We must carefully determine first before one acts. One may say that he is culturally different, but sometimes it is more than that. In this way stereotyping will be prevented. They also warned the public relations practitioners to be aware of the dangers of ethnocentrism for this may result to prejudice.
In Public Relations there is this Intercultural/Multicultural communication. From the term itself we can say that this is the part where they will not communicate with other groups, and they suggested that the best way to handle this is to first learn the role that diversity and culture plays in PR. It is important that he completely understands one culture to avoid misunderstanding. Public Relations practitioners are expected to have the initiative in responding to the challenges of solving diversity issues and needs (The Commission on Public Relations Education 2006).