The need to make a commitment to encouraging diversity is paramount in today's business world. Executive women leadership can help corporations at the board level with success, find creative ways for face challenges, and spot talent within and outside the corporation while making the boardroom more innovative. Unfortunately, business women do not possess equal access to leadership. They face complexities not encountered by business men because of continuing uncertainties about their ability to lead. Requiring a diverse boardroom is a smart and practical way of bringing a different perspective and most assuredly value to the workplace. If every corporate board had at least one female board director, imagine the creativity and respect that would transpire. Women are working longer hours and the days of the "typical" stay at home mom are now becoming the stay at home dad. Business women have their sights on achieving an executive leadership position at the top of any corporation. Businesses must realize that there is something missing with boards being presided, managed and directed by all white males. In today's society, the word is inclusion, not exclusion, and it is robbing companies and society of talent and perspective that would benefit any firm by having the other half of the working population in the room. An integrated and diverse network of employees is a smart and practical way to balance and develop relationships. Clearly, men and women are different; however, equality in a diverse workplace needs to resonate at the top. Top level leadership needs to recognize that diversity is the key to profitability. Corporations can promote a culture that recruits, advances and mentor's women into positions of leadership and ultimately to the board. If diversity and pay equality is valued, then corporations will promote strategic efforts and investments to profit from...
(I have changed the wording of the dependency thesis, but the idea remains the same.) The diversity thesis makes a claim about people’s moral opinions—about what they think is right or wrong. It simply says there is a wide diversity of human opinion about morality. Taken by itself, that claim is pretty harmless and indeed uncontroversial. The diversity thesis itself does not make any value judgments about this diversity of opinion. It simply reports the existence of the diversity.
Human Resource and Diversity Thesis Statements 1
'Business school studies show that a work culture that embraces diversity with a goal of learning and integration is more effective at reaping the benefits of multiculturalism than one that tries to be "colorblind." Valuing diversity is the philosophy at Life Technologies, says Diversity and Inclusion Leader Ronita Griffin. The company doesn't stop at recruiting a varied workforce, but engages employees as diversity champions who act as mentors internally and as company ambassadors externally, at community diversity events. Life Technologies also trains its workforce in inclusion, which Griffin describes as "activating, respecting, leveraging, and enabling differences—learning how to recognize and take advantage of the rich diversity in our workforce." Although workplace diversity training can be met with resistance, it can be engaging if it is practical, and answers questions that people feel uncomfortable asking. LGBT diversity training sessions can be intriguing, says Snowdon. "People welcome the opportunity to get their questions answered about populations they don't know much about, like transgender people. Even employees who dread mandatory training often tell me they'll go home and talk about LGBT issues—it's 'news they can use'."'