Diversity In the Construction Industry

Diversity In the Construction Industry

Status: Finished

Genre: Non-Fiction

Houses:

Details

Status: Finished

Genre: Non-Fiction

Houses:

Summary

Diversity in the workplace.
Share :
Twitter

Summary

Diversity in the workplace.

Content

Submitted: February 09, 2017

A A A | A A A

Content

Submitted: February 09, 2017

A A A

A A A


Upon my initiation in researching various ideologies, I have found the concept of diversity to be an essential element in the development of social structure, and history has proven the affirmative. The acceptance of this idea has been a basis for an enhanced academic and professional experience due to its cultivated observation of comprehensive perspectives. This is a concept that defies stereotypical inclinations while sanctioning a disciplined rational, and encouraging effective communication with individuals of varied derivations. Like there is strength in unity, vitality springs from diversity. In some cases, though reverence of this idea is exhibited in a mirage of displays, various institutions lack practical applications to solidify its relevance.

Prior to my acknowledgement of the concept's relevance, my initial goal was to ascertain the essence of its meaning, and its application with regards to professional organizations as I transition into my major, construction management. Diversity is simply defined as "variety," but it is an elaborate concept. As we move forward into the 21st century, the acknowledgement of this concept is a prevalent motif when addressing humans’ evolutional progression into the age of globalization.  “Researchers organize diversity characteristics into four areas: personality (e.g., traits, skills and abilities), internal (e.g., gender, race, ethnicity, I.Q., sexual orientation), external (e.g., culture, nationality, religion, marital or parental status), and organizational (e.g., position, department, union/non-union.”

Diversity within any population, including professional organizations, is or can be a beneficial attribute due to its scrutiny for adaptation to slight or dramatic changes. For instance, changes such as the projected demographics, and the foreseen direction of the “New America.” According to updated research from the United States Census Bureau and the Pew Research Center, studies indicate a shift in the demographics of America. These studies reveal that minorities will become the dominating pedigree within the next century. Racial minority groups will engross the United States population by the year 2042, and White Americans will no longer be the majority. Though racial and ethnical differences would be a logical focus when addressing diversity, its complexity would not accede the exploration of the topic without cognizance of its content.

When addressing the diversity of a professional organization, it is vital that we take various elements into consideration. Sustaining a diversified aggregation is a necessity for every institution, but to manage such an assortment can prove to be a challenging task for governing parties in an institution. It can actuate opposition in socialization due to differing perceptions, principles and subjective identities, but these discrepancies have no effect on individuals’ proficiency. There are various other perspectives that should be taken into account including the consideration of barriers to leadership, progression, stereotypical inclinations, and the invisible “glass ceiling.”

 With regards to the glass ceiling in particular, some may argue the contrary, and imply that today this notion has lost its pertinence, yet statistics has proven the affirmative. According to The United States Department of Labor Bureau of Labor Statistics Population Survey in 2014, there were roughly 9,813 million individuals employed in the construction industry. Of that figure, 5.9% are black or African American, 27.3% are Hispanic or Latino, 1.8% are Asian, and 8.9% are women. Of that 5.9% of African Americans, less than 4% of construction managers, and less than 5% of first-line supervisors in the U.S. were African American. As far as race and ethnicity is concerned, in this particular report, 65% of the workforce was unaccounted for, and the percentage of whites was not listed. According to United Stated Department of Labor, “Blacks are under-represented in the sectors that have experienced the greatest job growth,” and the construction industry is one of those sectors.

Diversity is a prevalent constituent of organizational policies with regards to the sustainability, and longevity of an institution’s disposition. Since it is such a universally imperative concept, I focused on its fundamentals and how it can be applied to my development as I transition into my major, and fathom its content.  In order to augment the expansion of organizational diversity, many institutions have been diligent in engaging in activities that ingress underrepresented subordinates, but have been reluctant to effectuate, and be resolute. The vast majority of firms take minimal initiative to adhere to federal rules regarding minority and disadvantaged businesses or anti-discrimination laws. In contrast, studies have also shown reported evidence of firms that have fulfilled diversity measures only in pursuit of public sector contracts or simply as a compliance objective.

Statistics suggests a significant lack of interest or concern among minorities than any other racial group to seek occupation in the construction industry. Simultaneously, this sector is lacking in skilled laborers as the current construction workforce continues to mature. Suitably, there is a necessity for firms to augment recruitment efforts geared toward diverse groups for construction related careers. Recruitment from a varied pool of talent may require existing policies to be re-examined. A well-structured consecration process can be enhanced by other support mechanisms geared towards diversified groups to promote individual development, and progression in a firm. These are some simple measures that can be taken to promote diversity in the construction industry.

Works Cited

"Employed Persons by Detailed Industry, Sex, Race, and Hispanic or Latino Ethnicity." U.S. Bureau of Labor Statistics. U.S. Bureau of Labor Statistics. Web. 27 June 2015.

"The African-American Labor Force in the Recovery." DOL Special Reports -. Web. 27 June 2015.

Stevens, F. G., V. C. Plaut, and J. Sanchez-Burks. "Unlocking The Benefits Of Diversity: All-Inclusive Multiculturalism And Positive Organizational Change." The Journal of Applied Behavioral Science: 116-33. Print.

 

 

 

 

 


© Copyright 2017 Scheinderley Dupuy. All rights reserved.

Booksie Spring 2017 Flash Fiction Contest

Booksie Popular Content

Other Content by Scheinderley Dupuy

Popular Tags