Diversity in the Workforce

Hudson, Jr. Swinton W.

doi:10.15640/jehd.v3n4a7

Cited by 10 publications

(6 citation statements)

References 15 publications

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“…It can be accomplished by reaching potential partners that have been recognized for their skill in various relevant fields by co-creating, co-designing, co-investing and cooperating with partners. Through IWD, USAID attempts to improve the leveraging power of many elements in a comprehensive worker development system to encourage collective impact and transformative change, improving the poor and vulnerable people's access to high-quality and relevant worker development, the training opportunity from private sector, and the government's decision making capacity at province and regency/city levels in developing job training and opportunity (Hudson Jr. 2014;US-AID 2015).…”

Section: Resultsmentioning

confidence: 99%

“…Understanding and application through development action mean that all workers understand that diversity serves to create an inclusive work environment. Integrated means that leader and employee have knowledge and skill concerning how to improve company's performance through managing worker diversity effectively toward workplace inclusion and sustainability, in which diversity maturity and highest inclusion are achieved when all employees show off inclusive behavior consistently and consciously or when company has felt the benefit of workplace inclusion (CLC Human Resources, 2012;Hernandez et al, 2012;Hudson Jr, 2014). Sapto Nugroho as the Director of Yayasan Talenta Surakarta argued that:…”

Section: Resultsmentioning

confidence: 99%

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The workers with Disabilities’ Access to Workplace Inclusion in Postmodern Model Perspective

Demartoto

2019

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People with disabilities are often labeled negatively and treated discriminatively within community, including in workplace, so that only a few of them are absorbed in either formal or informal job. Meanwhile, they are entitled to get productive and reasonable job in order to realize their aspiration, to improve their life condition, and to participate actively within community. This article studies the workers with disabilities’ access to workplace inclusion in Postmodern Model Perspective in Surakarta. Accidental sampling was used to select informant; data collection was carried out through observation, in-depth interview, and document. Data validation was carried out using method and data source triangulations. The result of research showed that the access of the workers with disabilities to workplace inclusion has not been optimal yet, because the opportunity was still more limited compared with that for their non-disabled counterparts. Although inclusive work environment has diverse potential human resources and the workers with disabilities’ perspective, creativity, innovation, and problem solving ability have not been utilized maximally. In the construction process, workers with disabilities should actively participate in planning, implementation, and monitoring and evaluation so that the guarantee of workers with disabilities’ accessibility to building, transportation and communication media, workplace inclusion and many facilities can be met. The improvement of accessibility in the term of independency, rehabilitation, and social grant, and the maintenance of social wellbeing level and equal right to grow and to develop people with disabilities’ talent, ability, and social life are important to develop workplace inclusion. Prioritizing and respecting pluralism, equity, dignity, and active public participation simultaneously and sustainably will lead to the realization of inclusive society.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

The workers with Disabilities’ Access to Workplace Inclusion in Postmodern Model Perspective

Demartoto

2019

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“…Diversity in the workforce has been seen by academics as a strength that firms may make use of. This comprises the pool of talent and the sharing of ideas and expertise among team members to increase production (Swinton, 2014), this fosters innovation, enhances decision-making efficacy, and produces knowledge-based organizations. Consequently, a broad talent pool at work fosters innovation and creativity, which in turn boosts productivity inside the companies (Okoro & Washington, 2012).…”

Section: Diversity In the Workplacementioning

confidence: 99%

Diversity and Inclusion: Deploying Technology in Driving Organizational Performance

Deborah Chiamaka,

Samuel,

Franklin Ekene

et al. 2024

GJHRM

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This study examined diversity and inclusion technology on organizational performance in the USA. The primary objective was to find out the level of D&I tech tools used in US organisations and the relationship between the use of D&I technology and the organisation's performance. The survey design was adopted and purpose sampling was used to sample 550 respondents across public and private organisations in America. Descriptive analysis was performed on the data using Excel and SPSS. The findings suggest a connection between organizational performance and the perceived contribution of technology to D&I initiatives. The high agreement percentages in the organizational performance survey suggest that respondents who reflect technology can help D&I outcomes also tend to be more confident in the organization's capacity to achieve its goals.

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“…The foundation of this research exists in understanding what diversity is and how it presents itself in the workplace. Workforce diversity refers to employees' similarities and differences in age, cultural backgrounds, physical abilities, disabilities, religion, gender identification, and sexual orientation (Hudson Jr., 2014;Wentling & Palma-Rivas, 1997). Diversity ensures that the workforce within an organization is heterogeneous.…”

Section: Workforce Diversitymentioning

confidence: 99%

Understanding Underprivileged Employee Advancement in Technology and Aerospace Organizations: A Structural Evaluation and Assessment for Professionals

Gaynor,

McAdams III

2023

JHRSS

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Many would assume in a technology management program; a student would decide to conduct research on something that is more tangibly connected to the field. With a less technical approach, this topic is based on how employees & leaders are selected and developed in technology and aerospace organizations. When navigating the application of knowledge for achievable practical goals in a reproducible way, many forget that those decisions are contingent to what superiors believe, think, or feel about those employees. In the field of technology management, technology advancement and aerospace, one would consider how employees are advancing, if those employees feel empowered in the industry and if decisions are fair and justified. With the products that are attached to the technology and aerospace industry, it's imperative that the investment of people in these respected fields is valuable. Evaluating a decision of bias on promotion opportunities will allow a greater understanding of value that is determined for employees in technology and aerospace fields. Those who are constituents of the aerospace industry, understand that the best work is done when the team feels appreciated, valued, and respected when producing a manufacturing aviation and technology products. The future of products we use today is contingent to how the creators and managers of those products feel daily. Examples of those products are airplane engines, AI software, cell phones, laptops/computers, GPS, electric vehicles, gasoline vehicles and much more.

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Diversity in the Workforce

Cited by 10 publications

References 15 publications

The workers with Disabilities’ Access to Workplace Inclusion in Postmodern Model Perspective

The workers with Disabilities’ Access to Workplace Inclusion in Postmodern Model Perspective

Diversity and Inclusion: Deploying Technology in Driving Organizational Performance

Understanding Underprivileged Employee Advancement in Technology and Aerospace Organizations: A Structural Evaluation and Assessment for Professionals

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