Fostering diversity in the workplace is about making sure that all viewpoints, backgrounds, races, experiences are valued in the organization. When employees feel more valued within a company, they are more willing to work and make significant contributions to the organization. Consequently, employees will become more productive and creative. For this reason, encouraging diversity in the workplace is believed to drive up
This course looks at the significance of diversity in management and the implications of diversity for how organizations are organized and how they function. The changing demographics of the workplace are examined and the significance of diversity for domestic and international business are discussed. Organizational approaches to diversity are examined and analyzed. The course attempts to engage differences within the class and help students develop leadership skills for managing diversity, including consensus building, conflict resolution and talking through differences. INTRODUCTION The United States has become a place where different cultures have immigrated to build their lives.
3.2.2 Reasons to Encourage Diversity Organisations capable of managing diverse workforce can augment their efficiency significantly through many ways. Some of which are: • Social Responsibility Considering the disadvantages of the society and culture in which we live, it is important to include diverse workforce in the organisations. Diversifying workforces can help organisations and individuals to work in diverse cultures and add more value in the existing system. • Legal Compliance Many organisations in different cultures work the under rules laid down by the government. Sometimes such rules, policies and procedures include legislative mandates to be non-discriminatory in their service practices.
These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.
Diversity when properly managed and implemented, contributes immeasurably to the growth of a business. As such, prioritizing diversity in business activities as a social responsibility does not only benefit the community the business is located but also promotes growth within the business environment. Diversity has been seen to be the premise for a healthy human reproduction and development. It is also needed to complement the ever increasing rigidity and interdependence that exists in the global business environment. Nielsen and Nielsen, 2013 postulated that “global firm have been shown to perform better because of diversity.” But they further explained that the management of diversity is very crucial as the world is increasingly becoming interconnected and complex.
Companies try to have a more diverse set of employees there needs to be a strong set of policies that the employees understand as well as a visual of repercussions if the bulling or harassment takes place. Regardless of the position of the person who is harassing there needs to be evidence for other employees that this sort of behavior will not be allowed within an organization in order for the company to properly function. This will allow for a happier staff as well as avoid law suits for unfair treatment and harassment from their employees. There will always be pros and cons when it comes to having diversity in any organization it just depends on how upper management handles the situations and policies that will affect the ability for it to work or
How well does treating everybody the same work for an assorted staff? For instance, when representatives have limited English language skills or perusing capability, despite the fact that the point of confinement won't does not influence their capacity to carry out their employments, transmitting critical data through entangled notices won't not be a powerful method for speaking with them. While conveying such reminders to all staff is “ treating everybody the same” this methodology may not impart the key data to everybody. Benefits of diversity in a workplace are:- Increased adaptability: Organizations employing a diverse workforce can supply a more noteworthy assortment of answers for issues in administration, sourcing, and a portion of assets. Workers from assorted foundations bring singular abilities and encounters in recommending thoughts that are adaptable n adjusting to fluctuating markets and clients requests.
B. CONCLUSION A healthy environment in the organizations cultivating diversity positively influences several employees and organizational factors like the ones studied in this paper, viz. employee satisfaction, and intent to leave or continue in the organization. From managerial point of view, it is important that enhancing workforce diversity and nurturing the diverse aspects of workplace carefully will bring about a better organizational diversity environment which in turn will end up being useful for the organization in several ways. Such activities won't just help in expanding organization's net benefits but will also help in enhancing its image and good will.
As a matter of fact, diversity is complex and problematic if not coupled with an adequate diversity management scheme. Actually, people usually perceive others as different, and they tend to fear and distance themselves from things and people they don’t understand. Therefore, diversity management is imperative to bring people together; introduce them to each other; develop sensitivity to cultural diversity; find common grounds; create a flexible accommodating organizational culture and a nurturing community; shatter stereotypes; form a team and not only a group; increase respect; diminish discrimination; reduce misunderstandings; effectively tackle confusion, fear, resistance to change, ambiguity, tension, discomfort, low morale, and stubbornness; increase job satisfaction and participation; eradicate conflict; and lessen discrimination lawsuits. Diversity management is useless if not coupled with values and principles that encourage diversity, inclusion, respect, communication, and coordination. Therefore the shoe company, as a first step, needs to start by developing and implementing proactive diversity management policies (Talti and al., 2006, p. 4).
Diversity Management ‘Diversity in the workplace is important to running a successful business – Heterogeneous groups deliver better solutions and critical analysis.’ (Ryan, n.d.). Having different sales teams to the targeted sets of customer sector enables the salesperson to effectively apply their domain knowledge and better serve the customer. Each team comprises of up to 8 members and a sales manager leading the team to success. Not only do the sales teams need to interact with the customer, there are cross function teammates to work with, to provide quality products and services to our customers. With a well-managed diverse workforce, the organization will be able to inculcate and enhance performance and employee engagement.