The world largest retailer is amongst the industry leaders in accomplishing a grounded workforce. Anyone knows upon entering the doors at Wal-mart, a senior citizen might greet you or someone in a wheel chair could greet you. My first week working for the company, I was trained by an associated who was speech impaired. During that week, I met another associate in the same department who was in a wheel chair. I remember saying to another member of management that I was impressed with the diversity of the store. After traveling to several different stores, I realized that it was apart of Wal-Mart's culture to diversify its workforce, from the sales associate to top management. According to the Anti-Defamation League, workforce diversity is about factoring reality, the first responsibility of a manager (Anti-defamation League, 1994). Several suggestion managers should consider are: 1. Make respect for diversity a core value in your company and articulate it as such in the company's handbook/ employees in the organization. 2. Provide ongoing awareness programs about the value of human diversity for all employees in the organization 3. Create an environment conducive to the exploration of diversity. 4. Learn about co-workers" backgrounds and share your own. Ask questions that invite explanation and answer with the same. 5. Create a display area where employees can post notices of events and activities happening in their communities. 6. Take advantage of diversity consultants and training programs such as the A WORLD OF DIFFERENCE Institute "s to assist you with ongoing education. 7. Incorporate diversity as a business goal. Secure a high degree of commitment from all employees. Finally, diversity must be recognized and treated as an intricate part of the work force. It is best said by IBM chief Louis V. Gerster Jr.: "Our marketplace is made up all races, religion, and sexual orientations and therefore it is vital to success that our work force also be diverse"(Faye Rice, 1994).
