Fostering diversity in the workplace is about making sure that all viewpoints, backgrounds, races, experiences are valued in the organization. When employees feel more valued within a company, they are more willing to work and make significant contributions to the organization. Consequently, employees will become more productive and creative. For this reason, encouraging diversity in the workplace is believed to drive up
Diversity and inclusion in the workplace: Why is it important in 2016? Workforce diversity and inclusion is a valued asset for any business seeking competitive advantage in today’s marketplace. You meet people and learn about another culture at your workplace very often. Nowadays, it is common for companies to have a diverse workforce comprising individuals with a wide range of experiences and characteristics. The key components of workforce diversity include race, ethnicity, gender, age, religion, disability, and sexual orientation.
People in these types of organizations are categorized based on the cultural differences, background, gender, age or religion (Kossek, Lobel, & Brown, 2006). The organizations that deal with diverse people are maximizing the employee's experiences and skills and ignoring their origin, nationality or other differences. The workplace diversity helps the employees on the organizations to collaborate with other people from different cultures and nations. As a result, the workplace productivity and profitability will increase through learning and gaining knowledge from each other (Kossek, Lobel, & Brown, 2006). Organizations have to use methods and strategies to manage the diversity in the workplace in order to increase the work productivity.
Every employee has a different understanding about what multiplicity is, it is important for managers to define diversity in their organizations as there is no one size fits all solution. It can be also beneficial to involve everyone who has responsibility for diversity when setting goals. It is necessary to manage their expectations because it is very complex and not every business will advance at the same time. Further, it „should measure progress toward specific quantifiable long and short term goals.“ Another important step is to assemble the resources, it is nearly impossible to achieve the company’s goals if there isn 't the right human capital in place. The next step is the talent acquisition, first it is about attracting the best talents from a pool of applicants of diverse background, then the new hires have to become a part of the organizational culture.
It offers a real chance to review and revise what equal opportunities is supposed to be about and how a positive change can be brought about in the workplace that benefits all. In this essay I talked about managing diversity, what it means and how it is more than just a ‘business orientated catch phrase for employers’. The differences between equal opportunities and managing diversity was discussed as well as the importance of justice and how it is a main concern and outcome for managing diversity. However the question still remains will many organizations implement this management philosophy or will they use the term ‘managing diversity’ for the appeal rather than the benefits? An organization that implements this and takes care of the social wellbeing of their employees will automatically see the differences and notice that justice is of high priority just as much as utility is, as ethical and moral business cannot be managed without doing so.
Article Summary In human resource management we learn that diversity is a strength to any organization. It allows for many cultures to come together to make an organization be available to a wider base of customers. As I read this article Sarah Fister Gale explains that there are many reasons why diversity is not always the best thing that a company could have. She explains that it is not necessarily needed within an organization because it brings a lot of friction with people from different cultures and it can cause many law suits for the organization. Gale states that although there have been a decrease in discrimination claims for companies not hiring, there has also been a rise in harassment suits from employees because other employees
Work place diversity and Human Resource management Diversity To analyze impact of diversity at workplace on management, it is necessary to understand the term and have a base for reasoning and conclusions. Thinking about diversity, first thing that appears in the mind is differences; differences in the negative attitude. Misunderstanding, discrimination and stereotypical beliefs, all those concepts are seems to be closely related with diversity. But, abstracting from negative thoughts and trying to study the diversity, we will find out, that it could be interpreted absolutely contrary. "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender,
The following paper addresses the topic of diversity within a workforce on the example of Google. DeNisi and Griffin (2005, p.509) state that, ' diversity exists in a group or organization when its members differ from one another along one or more important dimensions.' . Firstly, in today’s business world, increasing emphasis has been put on this particular topic as organisations nowadays have realised that a business as a whole will be more successful hiring smart and highly skilled employees disregarding their gender, possible special needs, national background or religious believes. A workforce, that is diverse is one that is capable of getting the most out of a company in every aspect.
Running diversity is economically beneficial to the organization because of client and job satisfaction, creativity, innovation, and increased employee productivity from this perspective. The most important underlying principle for the diversity management approach is to achieve competitive advantage through requisite variety—the standard that the diversity within a system must reflect the surrounding variety in which it operates (Weick, 1979). One the other hand, one of the causes organizations adopt diversity management programs is to achieve moral advantages (Hon and Brunner, 2000). For that reason, organizations, driven by ethical concerns, embrace diversity as a part of their CSR