OB Gender, Race, Age Workplace

Historically in the American workplace an ethnocentric workforce and management and systemic discrimination against women, minorities, the elderly, and the physically challenged have been addressed through regulation and legislation. Affirmative action, equal employment, the Vocational Rehabilitation Act of 1978 and the Americans with Disabilities Act of 1990 are efforts at redressing the absence of diversity in the U.S. workforce despite an increasingly diverse culture and labor force. Gordon contends that a number of changes in American culture and economics have combined to make ethnocentric thinking a detriment to organizations: “Demographics, competition for talent, marketplace demands, and the changing environment call for a diverse workforce…Changes in the workplace have made cultural ethnocentrism, the belief in the preeminence of one’s own culture, dysfunctional in a global economy” (72).

Through regulation, legislation, and slowly changing cultural perceptions and values, increasing numbers of women, minorities, elderly and the physically challenged have entered the workforce in the U.S. Despite years of imbalance with respect to diversity among employees and management, new studies on companies that embrace diversity demonstrate a host of advantages in today’s organizational environment from maintaining a diverse workplace. According to Gordon, a more diversified workforce typically “

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Approximate Word count = 889
Approximate Pages = 4 (250 words per page)