Do you think there is a difference between diversity management and affirmative action?

Response: Implementing techniques and policies to support inclusion and diversity in hiring, training, and management is known as diversity management. These methods and policies aim to capitalize on the benefits that diversity offers while also advancing equity and impartiality. Increased employee happiness and retention, a positive workplace culture, loyalty, and an improved reputation for hiring can all result from diversity management. Procedures and laws put in place to stop discrimination on the basis of race, creed, color, national origin, and gender are also known as affirmative action. This action offers legitimate protection and eradicates or discourages discrimination. According to Noe et al. (2021) affirmative action plans have the ability to "forecast and monitor" the number of different personnel, including women and minorities. Both diversity management and affirmative action use labor laws and organizational leaders and policies as means of preventing prejudice; however, the methods differ in how they do this. Both lead to greater productivity, staff retention, and an improved and more fulfilling work environment. One distinction between the two is that diversity management is proactive because it is implemented at the hiring stage, whereas affirmative action is reactive and is typically discussed after a discriminatory incident has occurred.

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