Importance Of Diversity Management

INTRODUCTION

This assignment will focus on explaining the importance of diversity management, challenges of managing diversity, give strategies and implementation of management diversity in the workplace. Diversity management intervene in the workplace of different cultures with the aim of maximizing every individual’s potential to contribute towards the realization of the organization’s goals through capitalizing on individual talents and differences within a diverse workforce. (Chartered Institute of Personnel and Development 2005: 1-7). Whether or not organizations are effective in managing diversity are a function of senior managements’ commitment, and the perceived centrality of

Diverse work teams bring a high value to the organization. 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. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. 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 (Esty, et al.,

Implementation is the key to success. Developing annual operational plans against which progress can be monitored, is critical to success. An operational plan is invaluable in ensuring that the front line staff and middle managers stay focused on the agreed upon objectives toward attaining the institution’s goals for becoming a diversity oriented organization. The plan must be characterized by an unambiguous and clear policy statement about the organization’s standpoint about all forms discrimination, disrespect, and harassment. There must be clear and unambiguous statements about ethical and professional interpersonal relationships and significance of each individual’s contribution to the institution’s efforts towards attaining its goals. Most importantly, managing diversity must be a mainstream issue, owned by everyone. Essential to the implementation process is ensuring that (a) periodic review of progress is conducted, (b) diversity management strategic interventions are supported through resource allocation, and (c) individual performance of all managers is in alignment with the institution’s diversity strategic goals (Gwele 2008: