Diversity Management

Inclusive workplaces that understand the needs of their employees and make them feel valued and respected have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing. Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent.

INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges.

Secondly it promotes diversity and cultural awareness. Mentoring allows employees to build a relationship of trust and support. It gives representatives a chance to voice their worries, overcome obstacles, and discover arrangements. Therefore, it moves workers to perform to their most elevated

When an organization wants to be successful they will embrace diversity because they understand having a diverse workforce is an asset and not a threat and will only improve the organizational structure and performance which in turn increases the company’s bottom line (Nederveen Pieterse, Van Knippenberg, & Van Dierendonck, 2013). The reason for this success is because everyone from different backgrounds can bring a lot of different experiences and talents from all walks of life which can help the organization thrive in ways they would not have without the varying inputs from the different backgrounds. In other words, some employees only know things from their own background and have limited insight on certain topics, whereas employees that have knowledge from a different perspective provides more opportunities for the organization to be more competitive. It is not to say that employees that employees with similar backgrounds and cultures do not have much to offer, but when working with other individuals that have much different experiences and insights it can take a company much further than similar backgrounds working together. The reason for this is due to the different options available to the organization because each individual will bring something unique and have the potential of thinking differently about the

A majority of global enterprises claims that is not the multiple geographical presence that makes an organization truly global, it should be backed a global workplace culture too. In fact, the intercultural communication facilitates employees to deal with possible disagreements among the team members. It is rather obvious, that growth is an outcome of innovation, which is critically dependent on the workplace harmony. Here, it is the vision and leadership of the HR managers that decides how much effective is the organization in capitalizing the employee diversity. However, it is a double-edged sword and unmonitored diversity may cause a great loss to the organization in numerous ways.

Collaborative: Leaders must be able to get the individuals to work in a collaborative environment. 3.1.4 – Culturally sensitive leadership in a globalised business world. Leaders must look at individuals and business acquaintances as people from different backgrounds and try and create an environment without stereotypes. In the earlier era, it was easier to work in an environment where individuals belonged to the same culture and the basic psychological needs and motivations and the sensitivity to the existing differences were enough. But today, globalisation has changed the work environment, the way we work and has increased the cultural differences.

Assure that all staffs are involved, including non-clinical and clinical employees. A mock survey, whether performed by internal teams or external experts, can be extraordinarily beneficial to the organization. These mock surveys should be viewed not just as a “survey preparation” activity, but as the opportunity to validate and celebrate sustained compliance and to identify opportunities for improvement, work-around and other challenges. While some might view mock surveys as being as stressful as the real survey or too time consuming, such activities provide excellent opportunities for improvement and are worth the investment. Surveys today are about all aspects of the organization so everyone must understand their role in providing care and protecting patient safety.

It has been argued that teamwork encourages and facilitates communication. Interpersonal communication is essential for team’s success and effectiveness (Dulaimi and Dalziel, 1994). When information is clearly exchanged between team members and effective communication channels are established, conflicts are reduced, appreciation of other members roles and ideas is increased and so, cooperation, team spirit and knowledge sharing are fostered. Teamwork also contributes to adaptability. Without adaptability nothing could ever happen (Milne, 2008).

PROMOTING WORKFORCE DIVERSITY “We need to give each other the space to grow, to be ourselves, to exercise our diversity. We need to give each other space so that we may both give and receive such beautiful things as ideas, openness, dignity, joy, healing, and inclusion.” — Max de Pree Workforce diversity, in simple terms is, a workforce consisting of a rich mix of employees from different backgrounds- race, age, gender, culture, ethnicity etc. From the abundance of different minds, comes numerous creative and inspired ideas. Diversity in the workplace brings with it a host of potential benefits for the company. It proves to be a valuable asset for any organization that seeks a competitive advantage over its peers.

Diversity plays a vital role in today’s world. When we refer to this term, we often connect it to demographic groups such as race or gender, but diversity is a broader and inclusive concept. In accordance to the book “HR2”by Denisi/Griffin, diversity exists in a group or organization when its affiliates differ from one another (Denisi/Griffin, 2013 pg.172). These differences include gender, age, culture, social status, and ethnic origin, among many others. We are all different, not only physically, mentally, and culturally, but also in our perspectives and prejudices.

Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company. Having a wide range of cultural backgrounds are useful in the diverse costumer case that the every parts of the world have.