Purpose Of Diversity Analysis
PURPOSE OF DIVERSITY MANAGEMENT WITHIN AN ORGANISATION
What is Diversity?
Diversity is the co-existence of employees from different socio-cultural backgrounds within an organization. These factors include race, gender, age, colour, physical ability/disability, national origin, religion, sexual orientation, values, ethnic culture, education, language, lifestyle, beliefs, physical appearance and economic status (Wentling and Palma-Rivas, 2000).
Diversity at the workplace is a very complex situation to manage, though it comes with the advantage of increasing the effectiveness of an organization (Ongori & Agolla, 2007). Organisations, with diversity as part of its value, are usually notable for cultivating success and exhibit sustainability in
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Also, recruitments of employees involve individuals with a wide range of backgrounds and expertise.
• Potential benefits of this diversity include better decision making, higher creativity and innovation, greater success in marketing to foreign and domestic ethnic minority communities, and a better distribution of economic opportunity (Cox, 1991; Cox and Blake, 1991).
Benefits of diversity to Employer
• Organisations that develop experience in and reputations for managing diversity will likely attract the best personnel (Carrel et al., 2000).
• Diversity in the workforce can be a competitive advantage because different viewpoints can facilitate unique and creative approaches to problem-solving, thereby increasing creativity and innovation, which in turn leads to better organizational performance (Allen et al., 2004).
• Organizations with a diverse workforce can provide superior services because they can better understand customers’ needs (Wentling and Palma-Rivas, 2000).
• Hiring women, minorities, disabled, etc. will help organizations to tap these niche markets (Mueller, 1998) and diversified market segments (Fleury,
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• Teams within a team, culture clash and discrimination amongst employees (White, 1999).
• In such an organization, there is the drawback of employees having negative attitudes and behaviors, which could be a barrier to the organizational diversity and invariably affect the working relationships and damage morale and work productivity (Esty, et al., 1995).
Management of potential challenges
• Assessment and evaluation of diversity through surveys in the workplace to determine which challenges and obstacles to diversity are present in the workplace and which policies need to be added or eliminated.
• Inclusion of diversity management in the organization workplace plan, which should be Specific, Measurable, Achievable, Realistic and Time bound.
• Implementation of the work plan with policies put in place to foster diversity in the workplace and motivate employees individually.
• Creation of a workplace culture that is all inclusive irrespective of socio-cultural differences.
• Encourage communication and openness in the workforce, while creating avenues for employees to express new ideas and
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