Worker-diversity demographics

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The importance of diversity cannot be underemphasized. Additionally, diversity can mean a number of things, including age, education level, gender, race, and even life experiences. Being inclusive of these differences can be very beneficial to organizations, particularly when knowledge is shared.

do the following:

  1. Research two sets of worker-diversity demographics that are viewed as different. A single set comprises two demographic categories. Thus, you are finding four demographic categories total. Here are examples of possible sets:
    • Baby Boomers versus Millennials (this counts as ONE set);
    • male versus female;
    • Bachelor’s degree-prepared workers versus high-school graduates; or
    • African Americans versus Hispanic Americans.
  2.  explain the primary differences between each set. For example, what are the primary differences between Baby Boomers and Millennials?
  3. Propose at least two methods of how knowledge can be shared (i.e., bridge the gap) between the sets of demographic groups to benefit the organization. For example, this may include mentoring/reverse mentoring between Baby Boomers and Millennials, job shadowing, cross-functional focus groups, etc.
    1. Explain how you would structure your knowledge-sharing methods and what organizational outcomes you would target with these methods (i.e., technology use/speed, succession planning, improved organizational culture, etc.).
    2. Explain how criteria for participation (i.e., voluntary, assigned, etc.) in these methods should be determined.
    3. Identify potential pitfalls associated with your knowledge sharing methods.