Advantages And Disadvantages Of Diversity

Globalization, changes in demographics, waves of migration, the advancement of the internet, and the recent new trends in business amended corporations’ views of the world and pushed them towards inclusion, assimilation, diversity, and diversity management. With globalization, the world is becoming a small village where people  from different ages, colors, races, ethnicities, genders, sexual orientations, political views, religious beliefs, cultures, backgrounds, disabilities, physical characteristics, education levels, knowledge, experiences, language barriers, language proficiencies, marital statuses, geographic locations, and personality types  work together.

Changes in the demographics, in addition to birth control and the slow movement

As a matter of fact, diversity is complex and problematic if not coupled with an adequate diversity management scheme. Actually, people usually perceive others as different, and they tend to fear and distance themselves from things and people they don’t understand. Therefore, diversity management is imperative to bring people together; introduce them to each other; develop sensitivity to cultural diversity; find common grounds; create a flexible accommodating organizational culture and a nurturing community; shatter stereotypes; form a team and not only a group; increase respect; diminish discrimination; reduce misunderstandings; effectively tackle confusion, fear, resistance to change, ambiguity, tension, discomfort, low morale, and stubbornness; increase job satisfaction and participation; eradicate conflict; and lessen discrimination lawsuits. Diversity management is useless if not coupled with values and principles that encourage diversity, inclusion, respect, communication, and coordination. Therefore the shoe company, as a first step, needs to start by developing and implementing proactive diversity management policies (Talti and al., 2006, p. 4). As a second step, it needs to communicate clearly these policies to all its

- Like Sodexo (2016), this shoe company can create organizations, councils, groups, network groups, and forums, within the company that help raise awareness about diversity, women, disability, cultures, etc… and provide learning and training opportunities to employees, in addition to professional development and networking. These organizations promote diversity and inclusion, and attract employees who want to make a difference in other people lives and not only secure a job.

- The shoe company can create partnerships programs with other shoe companies around the world, suppliers, universities, and schools. It can offer internships to fresh graduates and different benefits.

- The shoe company can move from being a vertical hierarchy to a more horizontal organization where questions are answered and senior managers and supervisors are easily approached when problems arise. By empowering its employees to take initiative, coordinate, and communicate, problems can be solved efficiently.

- It can also create less robust procedures and eliminate bureaucracy if