Whether you are the CEO of a company or a typical employee, you can play a significant role in encouraging diversity in the workplace. As seen before, hiring employees from different racial backgrounds and making them feel comfortable at work has several benefits. According to a new research by Hunt et al. (2015), companies with more racially diverse workforce perform better financially. In their research, they found that companies that embrace diversity will have greater financial gains than the industry average.
Ignoring the effects or the existence of diversity in this global new market will only keep organizations in the back rather than moving forward by increasing productivity and most important profitability of any business and its core of existence. Diversity in the workplace can be a great way to foster innovation and coming up with the best decisions, but on the other hand it's very common to cause and increase conflict. Conflict can easily arise when two or more individuals see and judge a particula matter from their own point view and perspective. In regard to diversity, it usually arises due to ignorance. When employees do not accept and overcome each other differences which includes gender, race, color and etc, it can result prejudice feelings.
As most global business struggle with profit maximization, the issue of diversity is steering them in the face where they are mandated by various laws to ensure diversification in their employment process not minding even if all the result oriented employees they would need are from a particular sex or race. Given the fact that correlation does not equal causation, a greater ethnic and gender diversity in corporate business leadership does not mean more profit), but it actually do show that when companies promote within itself diverse leadership management, they tend to be more successful. More diverse companies are believed to be better able to win talented employees and grow their customer base, orientation, decision making, and employee satisfaction, and all that ensures a ripple increasing returns. This therefore suggests that other kinds of diversity such as age, sexual orientation, and experience are also likely to bring some level of competitive advantage for companies that can attract and retain such diverse
Statement of the problem The tourism and hospitality industry remains largely male-dominated, particularly in the upper echelons of management. In the ideal world there would be a balance between male and females in the work environment. However, gender continues to be a substantial problem with regard employment of woman in the industry. The most pressing issue in gender equality is the limited growth or progression of women in terms of career development. The reality of the situation is such that, people still believe cultural, social and structural beliefs, which typically tend to relegate woman to service roles.
These stereotypes have been defining what men and women should do and how they should behave. They were also determining the characteristics that each gender is considered to have, in the society’s eyes. The major problem why these stereotypes and hierarchies are still holding on, is the fact that people, men and women, do not have their actual beliefs and expectations and they just accept the way that the society formed and teaches them to believe about genders and this creates an even more intense discrimination. If people were forming their own beliefs and judgements about genders and accept females and males, both as equal, there would be less discrimination (The Guardian, 2013). Gender inequality at the workplace can be easily noticed through examples of events that happen when it comes to employability or even at work time.
Nonetheless, when compared to that of male, women only constitute 19 percent of the Congress and 5 percent of the total number of Fortune 500 companies’ CEOs. Achieving gender equity for workplace is of great importance not only because it is ‘fair’ and ‘the right thing to do,’ but because it is also linked to a country’s overall economic performance. Gender parity is proved to have positive effects both on corporal and national level. For company, it enhances organizational performance and reputation thus attracts more potential employees. For a country, gender partiality at work will result in improved national productivity and consistent economic growth.
Workforce diversity is essential for clarity and efficiency of all organizations. Strategies must be placed into the workplace to make the each organization become a multicultural, diverse workplace in order to make this work. This process commences with managers but must include assistance from employees within the organization. There is a challenge to be sensitive to the needs of varieties employees and try to develop flexible employment approaches to increase their well-being. For example, creating management programs designed to provide constructive feedback to employees about their personal styles of dealing with minority employees, offering new benefits packages customized to the needs of various employees, providing a flexible time of working and job sharing.
Not only becoming an interesting issues for today’s business, but also had already been a serious issues in past time. Let say back then women were not allowed to work as men did, women were only commanded to stay at home. Men back then recognized the diversity, but they were still lacking of both accepting and respecting the existence of gender diversity. Gender diversity in the workplace issues most likely will refer to the inequality of gender in the workplace.
But they did notice that this proportion decreases when a firm gets more insiders in their board (Carter, Simkins, & Simpson, 2003). After these researchers, in the years following, a lot of research was done regarding gender diversity. Despite the fact that earlier research mentioned a positive effect on firm performance, gender diversity still is very low in many countries. Campbell and Mínguez- Vera did their part in the research to gender diversity in 2007. They also used Tobin’s Q as a measuring- unit, to conduct research to the link between gender diversity and firm performance in Spain.
Not only can removing the gender factor reduce the number of barriers associated with females, but it can show that a company is willing to give every employee an equal chance which can lead to attracting newer potential experienced employees of both genders. Ultimately, gender equality can boost a company’s overall economic