Managing Diversity in the Workplace

The two major diversity management issues confronting the City of Miami Police Department involve the training of Department personnel to be sensitive to the wide scope of needs and values of a highly diverse population and the introduction of greater racial and ethnic diversity into the ranks of the Department. Together, these two issues create a diversity management problem for the City of Miami Police Department.

With respect to the implementation of sensitivity training for the Department's uniformed officers, it was found that, were the costs and benefits associated with such a policy reduced to monetary values, there is little doubt that the outcome would be heavily weighted toward a benefit surplus. With respect to the implementation of a program to diversify the personnel composition of the Department, it also was found that, were the costs and benefits associated with such a policy reduced to monetary values, there is little doubt that the outcome would be heavily weighted toward a benefit surplus.

Based on the research performed for this study it is concluded that, while the City of Miami Police Department has made noteworthy progress toward both internal diversity and external sensitivity since the disastrous

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the more important of these other trends is the continuing change in the educational and skills requirements for employment. Most of the new jobs created between 1998 and 2010 are projected to require higher levels of education and skills in the areas of management, professional expertise, and the ability to apply technology. This trend toward every increasing educational and skills demands is expected to intersect with the trend in education in the United States wherein increasing numbers of functional illiterates are being graduated by high schools, community colleges, and a surprising number of four-year colleges. The clash of these two trends implies that a large proportion of the new entrants into the workforce beginning in 2010 will not possess the education and skills that will quality them for the jobs that will be available in 2010 (Kirrane, 1998). As a consequence of the intersection of these two trends that is projected to occur in 2010, employers will be forced to become more involved in the functioning of the nation's educational system to assure that people qualified to perform the jobs in the workforce of 2010 are graduated. Another important change in the workforce by 2010 that is projected in Workforce 2020
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Approximate Word count = 4149
Approximate Pages = 17 (250 words per page)

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