The Importance Of Workforce Diversity In The Workplace

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

Thomas (1995) defines diversity as any mixture of components characterized by similarities and differences. The components of a diversity mixture include differences and similarities between and among races, ages, genders, educational levels, religious affiliations, geographical origins, and work styles. One study (Johnston & Packer, 1987), regards diversity as an important changes in the composition of the workforce such as the increasing number of women, racial minorities, senior workers, and immigrants. Cox and Blake (1991) view diversity as a business imperative and highlight that firms should understand how they value diversity to establish a competitive

Approaching employees at an individual, interpersonal, and organizational level is beneficial to everyone (Nagar, 2012). An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. With that in mind, there are many benefits when organizations evaluate how they handle workplace diversity issues, develop and implement diversity plans. Lawrence & Weber (2014) conveys that successful diversity management includes communicating goals, measuring progress, and establishing mechanisms for assessing

1. Employers have to make a long-term commitment to hire, promote and retain employees based on the law. 2. Finding real solutions to workplace diversity is also about assisting employees with community outreach projects, implementing diversity programs, and respecting and welcoming all workers. Transition statement: Now I will explain the benefits of diversity with the workplace and our

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.

Diversity and inclusion are implanted in UnitedHealth Group's estimations of Integrity, Sympathy, Connections, Development and Execution and are important to satisfy our general mission to enable individuals to live more advantageous lives and to help improve the wellbeing framework work for everybody. UnitedHealth Group's responsibility regarding assorted variety and consideration enables our representatives to contribute their best work, teaming up to be the transcendent wellbeing and prosperity business and group accomplice of decision. By utilizing the profundity of an assorted workforce, we can better address the issues of the inexorably multicultural customers, groups and people we

The subject of the two articles used in this analysis is diversity. One article written by (Harold Andrew, and Vincent Raj Kumar) explains the diversity within the workplace. The other article which has been written by (Atul Gupta, and Kartik Raman) comments on board diversity and CEO selection. Diversity has several dimensions on which can be grouped, such as, race, gender, ethnicity, religious beliefs and sexual orientation. ‘’diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an organization’s strategic goals and objectives.’’ (Harold Andrew Patrick, and Vincent Raj Kumar) Patrick (2010) discovered that diversity not only determines the effect of diversity within an organization but also the characteristics among the

The demographic, physiographic and geographic characteristics help the company identify and target the potential markets and identify the desires of every category of a product to meet the customer’s wants. The company’s principal strategy is based on brand positioning and differentiation which helps it to understand each market’s value proposition. This helps in product differentiation in the competitive market to attract many new customers and keep

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. To align the interests of society with corporate behavior, has been an ongoing issue in the context of diversity for many years. A first step in this direction would be to follow the MOSAIC framework that Kandola and Fullerton laid out. Once organizations learn to have a better understanding of an individual and move beyond plain tolerance, they will be able to celebrate the high level of diversity contained within each individual as well as work in a happier and more open-minded environment, advantaging all. Kirton and Greene’s claim still may spark debate but in an ideal world, the term managing diversity is more than they claim with utility and justice both being of equally major

“Expanding jobs vertically allows an employee to have some responsibilities and controls that were formerly reserved for manager, which can increase employee autonomy” (Daft, 2013, p.512). Finally, an employee that is Strategic needs to feel like they are, “Involved in planning sessions as well as meetings” (Rath, pg. 168). I would make sure to give this person ample time to come up with different ways to address the job, as well as including them in important decisions that I know they will be tactical about. In “establishing client relationships between workers and their clients, this allows them to increase their skill variety, autonomy, and feedback,” which brings about a strategic fulfillment (Daft, 2013,