IM 314

SHOP SUPERVISION AND APPRENTICESHIP

SUBMITTED TO:
Michelle Talon

SUBMITTED BY:
Group 11 Members:
Calumpang, Chad C.
Furog, Paulo
De Guzman, Cyrill John
Cortuna, James B.
Our group focused on the topic of managing a diverse workforce, a vital aspect of modern

organizational practices. The presentation explored the historical, theoretical, and practical

dimensions of diversity, highlighting its relevance and application in contemporary workplaces.

The report began with an overview of the evolution of diversity management, tracing its roots to

pivotal historical milestones such as the Civil Rights Act of 1964 and the women’s rights

movement. These developments underscored the transformation of diversity management from

a compliance-driven necessity to a strategic initiative integral to organizational growth.

Additionally, the presentation emphasized the importance of intersectionality, addressing how

overlapping identities, such as race and gender, create unique challenges and opportunities

within the workforce.

Our group delved into major theories such as Social Identity Theory, which explains how social

categorization affects team dynamics, and the Contact Hypothesis, which emphasizes the role of

meaningful interactions in reducing biases. We also discussed the Resource-Based View (RBV),

which positions diversity as a key resource for fostering innovation and maintaining a competitive

edge. These theoretical insights were complemented by practical examples of how companies

like Google and Microsoft have successfully implemented diversity programs to drive

organizational success.

A significant portion of the presentation focused on modern trends, such as generational diversity,

globalization, and the rise of AI in managing workforce diversity. The group highlighted the

challenges of managing multigenerational teams—from Baby Boomers to Generation Z—and the

need for tailored strategies to balance varying expectations, work styles, and technological

adaptability. We also discussed how globalization has necessitated cross-cultural awareness and

training to ensure effective collaboration in multinational teams. Furthermore, the ethical

implications of using AI to mitigate bias in recruitment and performance evaluations were

explored, emphasizing the importance of transparency and fairness.

Finally, the presentation provided actionable strategies for cultivating diversity, including inclusive

hiring practices, ongoing training programs, and retention initiatives such as mentorship and

sponsorship. We stressed the need for top management’s commitment to fostering an inclusive

environment and for organizations to continuously assess and adapt their diversity programs. The

discussion concluded with an emphasis on the benefits of diversity, such as enhanced innovation,

improved decision-making, and deeper customer insights, which collectively contribute to long-

term organizational success.

Introduction

Managing a diverse workforce is a critical aspect of modern organizational practices. It involves

embracing differences among employees and leveraging them to drive innovation and success.

A deeper exploration into this topic reveals essential theories, historical developments, and

practical strategies to cultivate inclusivity in workplaces. These insights provide students and

professionals with the foundational knowledge to thrive in a multicultural and interconnected

world.

Theoretical Background

Theoretical perspectives provide a strong foundation for understanding the complexities of

workforce diversity.

• Social Identity Theory: Developed by Henri Tajfel, this theory explores how individuals

categorize themselves into social groups, influencing their behaviors and perceptions. It

emphasizes the need to reduce intergroup bias to foster collaboration in diverse teams.

• Contact Hypothesis: This theory, proposed by Gordon Allport, suggests that meaningful

interactions between diverse groups under favorable conditions can reduce prejudice

and improve inclusivity. It is particularly relevant in team-building and training programs.

 • Resource-Based View (RBV): RBV highlights diversity as a strategic organizational

resource that fosters innovation, creativity, and competitive advantage. Companies that

effectively manage diverse teams can enhance problem-solving and decision-making.

Related Literatures

Workforce diversity has been extensively studied and documented in various literature:

• Myrtle P. Bell’s “Diversity in Organizations” outlines challenges and actionable strategies

for managing diversity in modern workplaces.

• Michàlle E. Mor Barak’s “Managing Diversity: Toward a Globally Inclusive Workplace”

offers a global perspective on the integration of diversity in organizational strategies.

• Sylvia Ann Hewlett’s “Forget a Mentor, Find a Sponsor” highlights the role of sponsorship

programs in advancing underrepresented groups in professional environments.

Key Concepts and Historical Contexts

1. Historical Developments:

o The Civil Rights Act of 1964 marked a turning point by outlawing workplace

discrimination based on race, color, religion, sex, or national origin.

o The women’s rights movement of the 20th century paved the way for gender

equality in the workforce, resulting in a significant rise in women-owned

businesses and leadership roles.

o The concept of diversity has evolved from compliance-focused programs to

strategic initiatives that enhance organizational performance.

 2. Modern Trends in Workforce Diversity:

o Intersectionality: Recognizing how overlapping identities (e.g., race and gender)

shape individual experiences and addressing these complexities in diversity

programs.

o Generational Diversity: Managing multigenerational teams, including Baby

Boomers, Generation X, Millennials, Generation Z, and the emerging Generation

Alpha, to balance varied work styles and expectations.

o Globalization: Cross-cultural training and awareness are critical as organizations

operate in increasingly globalized environments.

3. Practical Strategies:

o Attracting Talent: Inclusive job postings and outreach strategies to attract diverse

candidates.

o Training and Development: Ongoing education on unconscious bias, cultural

competency, and inclusive practices.

o Retention Strategies: Mentorship, sponsorship, and flexible work policies to

retain diverse talent.

Benefits of Workforce Diversity

Organizations that embrace diversity experience numerous advantages, such as:

• Innovation: Diverse teams generate innovative ideas by combining varied perspectives. A

2018 Boston Consulting Group study revealed that companies with above-average

diversity reported 19% higher innovation revenue.

• Improved Decision-Making: Teams with diverse members analyze information more

effectively, reducing groupthink and enhancing outcomes.

 • Customer Insights: A workforce reflecting a diverse customer base can better understand

and meet customer needs, driving market growth.

Practical Applications for Students

For students, understanding workforce diversity is critical for preparing to work in diverse teams

and environments. Applying these principles to group projects, internships, and future

workplaces fosters inclusivity, collaboration, and innovation. Developing cultural competency,

adaptability, and communication skills ensures success in a globalized professional landscape

References

1. Allport, G. W. (1954). The Nature of Prejudice. Addison-Wesley.

2. Bell, M. P. (2012). Diversity in Organizations. South-Western Cengage Learning.

3. Barak, M. E. M. (2016). Managing Diversity: Toward a Globally Inclusive Workplace. Sage

Publications.

4. Hewlett, S. A. (2013). Forget a Mentor, Find a Sponsor: The New Way to Fast-Track Your

Career. Harvard Business Review Press.

5. Tajfel, H. (1982). Social Identity and Intergroup Relations. Cambridge University Press.

6. Boston Consulting Group (2018). How Diverse Leadership Teams Boost Innovation.

Retrieved from BCG Insights.

Group Reflections:

CALUMPANG, CHAD

BIT-CT-III-IA

Understanding workforce diversity highlights the significance of inclusivity in professional

environments. It teaches the importance of respecting cultural, gender, and generational

differences. Such insights are essential for fostering collaboration and innovation in any group

setting.

As a student, I learned that embracing diversity involves more than avoiding discrimination; it

requires active efforts to create a collaborative and equitable environment. The theories, such as

Social Identity Theory and the Resource-Based View, show how diversity enhances problem-

solving and innovation by integrating unique perspectives. These lessons underscore the value of

developing interpersonal skills and cultural competence, especially when working on projects

with peers from different backgrounds.

This knowledge is vital for preparing to join the workforce and contributing effectively to diverse

teams. It encourages building open communication and adaptability, which are critical for success

in both academic and professional contexts. By applying these principles, I aim to create inclusive

group dynamics and improve creativity in my future career hopefully.

FUROG, PAULO

BIT-CT-III-IA

Creating a welcoming and pleasant atmosphere where employees and students from
different origins, cultures, and experiences can flourish is vital to managing a diverse workforce
in a collegiate context. Diversity in a college setting frequently refers to the presence of students
from various academic fields, ages, races, and gender identities. Promoting open communication
that enables professors and students to exchange viewpoints and experiences is crucial to
managing this variety. In order to foster more cooperation, colleges can also provide diversity
training to assist people comprehend various cultural customs and traditions. Making sure that
everyone has equal access to extracurricular involvement and academic progression chances is
also essential to fostering a sense of worth. Colleges may foster a community that values
innovation, problem-solving, and respect for one another by embracing the individuality of each
employee and student. This will enhance the learning environment for everyone. In the end,
handling diversity in higher education enhances the overall college experience and helps students
get ready for a global workforce.

Managing a diverse workforce is establishing an atmosphere where workers with various

experiences, backgrounds, and cultures can collaborate effectively and feel appreciated. Age,
gender, race, ethnicity, handicap, and other distinctions can all be considered aspects of this
variety. In order to effectively manage such a workforce, it is critical to promote open
communication so that workers feel free to voice their problems and suggestions. Training
programs can help team members understand and appreciate each other’s cultural differences,
promoting collaboration and reducing misunderstandings. Making sure everyone has equal
chances for development, promotion, and acknowledgment is essential to fostering a sense of
belonging. When correctly managed, a diverse workplace fosters greater creativity, innovation,
and improved problem-solving since each person brings a distinct viewpoint to the table. Over
time, a diverse and inclusive workplace increases the success of the company as a whole in
addition to increasing employee satisfaction.
De Guzman, Cyrill John

BIT-CT-III-I B

As I move into my final year of college, I reflect on the importance of managing a diverse

workforce. Diversity includes individuals from various backgrounds—race, gender, age, religion,

sexual orientation, and culture. This diversity enriches the workplace and fosters creativity and

innovation, essential in today’s fast-paced industry.

Understanding the components of a diverse workforce is crucial for my future career. Recognizing

the unique perspectives everyone brings enhances teamwork and problem-solving. In a

globalized economy, companies that embrace diversity are better equipped to meet the needs of

a varied customer base, driving success and growth.

As I prepare for my transition from college to the professional world, I recognize that effectively

managing diversity will be a key responsibility. This awareness motivates me to cultivate an

inclusive mindset and develop skills that promote collaboration among diverse teams. By valuing

and leveraging diversity, I can help create an environment where everyone feels empowered to

share ideas, leading to innovative solutions and a stronger organizational culture.

Cortuna, James B.

BIT – CT III – 1A

During the time when preparing for my report about this topic, I discovered the

importance of diversity and inclusion in the workplace. I learned that businesses thrive when they

appreciate diverse backgrounds, experiences and ideas. Managing diversity means to provide an

environment where each individual feels accepted and is given the opportunity to succeed. This

topic is also important because I can use this to improve as a student.

I discovered that diversity is more than gender, race, or age. Diversity is differences of thought

and styles of problem-solving. For example, diverse teams can be more innovative and discover

more effective solutions to problems. However, managing diversity also has challenges including

miscommunication and stereotyping, etc., which can lead to misunderstanding. Hearing others

out and being open to new ideas is important to overcome these challenges. I also learned

companies need to be flexible to adapt to the unique needs of their employees. These lessons

help to remind me how important it is to honor each person’s differences. I can apply this in

school by working well with classmates that have different opinions and ideas.

This topic applies to me as a student because I am preparing to enter a diverse world. As

a student, I understand that teamwork is important in education and in future careers. I realize

the importance of diversity and I can use it to enhance my communication skills and build stronger

relationship with people from different backgrounds. It also makes me more open-minded

because understanding diversity helps me as a better team member which is valuable inside and

outside the classroom.