Diversity In The Workplace

Diversity in The Workplace: Problems & Perspectives

Diversity management is the key to growth in today’s fiercely competitive global marketplace.

Cultural intelligence is of utmost importance in the modern society. The diverse workforce of an organisation must be given sensitivity training and made culturally aware. Diversity is an umbrella term and is more than a multicultural issue. Diversity is about embracing many different types of people with different worldviews, ideologies and belong to varying cultures and thinking. Companies need to be especially effective regarding diversity from a PR perspective. This is different from accepting diversity at large. Companies must think about diversity beyond addressing short term needs. Diversity

Legislation

Federal and State equal opportunity legislation make discrimination in workplaces illegal. These laws specify the rights and responsibilities of both associates and employers in the workplace and hold both groups accountable.

Benefits of Diversity in the Workplace

Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image. In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization 's success. Also, the consequences (loss of time and money) should not be overlooked.

Challenges of Diversity in the Workplace

There are challenges to managing a diverse work population. Managing diversity is more than simply acknowledging differences in people. It involves recognizing the value of differences, combating discrimination, and promoting inclusiveness. Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the

Unfortunately, there is no single recipe for success. It mainly depends on the manager 's ability to understand what is best for the organization based on teamwork and the dynamics of the workplace. Managing diversity is a comprehensive process for creating a work environment that includes everyone. When creating a successful diverse workforce, an effective manager should focus on personal awareness. Both managers and associates need to be aware of their personal biases. Therefore, organizations need to develop, implement, and maintain ongoing training because a one-day session of training will not change people 's behaviours. Managers must also understand that fairness is not necessarily equality. There are always exceptions to the rule.

Managing diversity is about more than equal employment opportunity and affirmative action (Losyk, 1996). Managers should expect change to be slow, while at the same time encouraging change.

Another vital requirement when dealing with diversity is promoting a “safe” place for associates to communicate. Social gatherings and business meetings, where every member must listen and have the chance to speak, are good ways to create dialogues. Managers should implement policies such as mentoring programs to provide associates access to information and opportunities. Also, associates should never be denied necessary, constructive, critical feedback for learning about mistakes and