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1In the field of human resources, the concept of diversity is of utmost importance in organizations around the world. Diversity encompasses differences in race, gender, age, ethnicity, sexual orientation, and other characteristics that contribute to a more inclusive and dynamic work environment. It is widely acknowledged that diverse teams can lead to better decision-making, increased creativity, and improved organizational performance.
In the United States, diversity has been a growing issue in the workplace, with organizations focusing on creating inclusive environments and promoting diversity through recruitment and training programs. The Equal Employment Opportunity Commission (EEOC) was established to enforce laws that prohibit discrimination based on race, color, religion, sex, national origin, age, and disability. Companies in the U.S. are encouraged to implement diversity training programs, create diversity committees, and set diversity goals to foster a culture of inclusion.
During my 13 years of Naval service, I witnessed firsthand the emphasis placed on diversity and inclusion within the organization. The Navy is committed to promoting diversity and equality, with policies in place to prevent discrimination and harassment. Diversity training is mandatory for all sailors to ensure a respectful and inclusive workplace for all personnel. The Navy values the unique perspectives and backgrounds of its members and recognizes the importance of leveraging diversity to achieve its mission effectively.
In contrast, in countries like Japan, diversity is perceived differently in the workplace. Japan has a more homogeneous society compared to the U.S., with a majority of the population being Japanese. Historically, Japanese companies have prioritized conformity and harmony in the workplace, leading to a lack of diversity in terms of race and ethnicity. The concept of “shudan ishiki” or group consciousness is prevalent in Japanese culture, where individuals are expected to prioritize the group over individual differences.
In Japanese organizations, there is less emphasis on diversity and inclusion compared to the U.S. Companies in Japan tend to have a more homogeneous workforce, with limited representation of women, minorities, and foreign nationals. This lack of diversity can create challenges in terms of innovation, creativity, and adaptability in a globalized economy. However, there is a growing awareness in Japan about the importance of diversity and the benefits it can bring to organizations.
Despite the differences in how diversity is perceived in the U.S. and Japan, both countries are making strides towards creating more inclusive workplaces. Organizations in the U.S. are leading efforts to increase diversity through affirmative action programs, mentoring initiatives, and diversity recruitment strategies. In Japan, there is a growing recognition of the need for diversity and inclusion, with some companies starting to implement diversity training and initiatives to attract and retain a more diverse workforce.
In conclusion, the concept of diversity in human resources is essential for organizations to thrive in a globalized and increasingly diverse world. While the perception of diversity may differ between countries like the U.S. and Japan, the underlying goal of creating inclusive workplaces remains the same. By embracing diversity and promoting inclusion, organizations can benefit from a variety of perspectives, experiences, and ideas that can drive innovation and success. As highlighted in ORGB, 6th Edition by Debra L. Nelson and James Campbell Quick, diversity is a key factor in organizational behavior and effectiveness, and organizations must continue to prioritize diversity and inclusion in their HR practices.
