Inclusive organizations benefit from diversity because they achieve higher creativity, better customer service, higher job satisfaction, higher stock prices, and lower litigation expenses. At the same time, managing a diverse workforce is challenging for several key reasons. Employees are more likely to associate with those who are similar to them early in a relationship, the distribution of demographic traits could create fault lines within a group, and stereotypes may act as barriers to the advancement and fair treatment of employees. Organizations can manage demographic diversity more effectively by building a culture of respect, conducting diversity audits and goal setting, creating diversity training programs, reviewing recruitment practices, offering non-standard work arrangements such as ideals, and under some conditions, utilizing affirmative action programs.

Using the textbook and one peer-reviewed article from the COD library (as sources), answer the following questions. Each answer should not require more than two paragraphs of content.

What does it mean for a company to manage diversity effectively? How would you know if a company is doing a good job of managing diversity?

How can an organization createan inclusive workplace?

How can organizations deal with the "similarity-attraction" phenomenon? Left unchecked, what are the problems this tendency can cause?

What is the earnings gap? Who does it affect? What are the reasons behind the earnings gap?

Do you think that laws and regulations are successful in eliminating discrimination in the workplace? Why or why not?