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Managing Diversity in the Work Place: A Theoretical Perspective


Student name
Business School,
ARTICLE

INFO

Available online xxxx

SYNOPSIS
The research on work force diversity and equality issues is already done in detail and
is still kept relevant in the present scenario also due to the dynamic nature of the topic
and its utmost importance in organizational behavior. In spite of the considerable
improvement in the role of diverse employees in present day global businesses, there
are still core issues raised every day to address in present day work environment. This
issue has been discovered in this article with the help of current research and general
findings in the work place concerning work force diversity, this paper also observed
how the priorities of organizations have been changed in recent years as far as issues
related to legal requirements and multicultural environments in these enterprises.
2010 Elsevier Ltd. All rights reserved

Introduction:
Workforce diversity and equal opportunity management has
Workforce diversity is one of the major concerns,
become a significant topic for both public and private
complex in nature, and difficult to manage in an
organizations. Its significance has mostly been brought about
organization. Diversity brings the heterogeneity
by the issues raised due to globalization and
of human resource backgrounds, skills, and
human privileges movements by certain minorities and
performances that need to be nurtured, cultivated
immigrants in developed countries who remain out of job
and treasured as
an
organizations
asset.
market for long periods. The workforce diversity has
Organizational effectiveness in this comparable
generated number of possibilities in the available workplace.
the administration implies workforce diversity as
This equal opportunity belief is directed organizations to gain
an operational strategy to boost organizational
from the distinctions in diverse workforce due to their gifted
effectiveness. This issue was not highlighted in
skills, rather than ignore them in human resources
the past, but has gained particular significance
recruitment process. The expanded mobility and interaction
with present changes in business practices around
of persons from diverse backgrounds helps the company to
the globe. Ellis & Sonnenfield (1993), proposed
be
more effective and
generate
an
outcome
of
that an organization that worth diversity will
advanced economic and political schemes. The global
decisively cultivate achievement and will have
acknowledgement of
human
rights
has
put
a future in this dynamic international market
most organizations under pressure to adopt diversity in their
(122). Please cite this article as: ___________ (2010) Managing
employees.
Diversity in the Work Place: A Theoretical Perspective
,

Women's Studies International Forum (2010), doi: 10.1016/j.wsif.2010.05.21

ARTICLE IN PRESS

Students name / Women's Studies International Forum xxx (2010) xxxxxx

Literature Review:
Grant (2003) interprets that equal opportunity is the
Managing
diversity
is
said
to
be
progress of principles and practices that eliminate
more befitting to the trials that organizations face in
contrast in any community, organization or workplace.
the rapidly changing business situations and
In this case, all hired professionals are given
technological advancement. This concept is based
identical possibilities and same treatments in every
on the notion that dissimilarities should not
Organizations which organize diversity, on the
aspect of work (55). On the other hand, diversity is all
be rejected or disregarded, but should be sustained,
other hand, renounce the assembly about and select to
The span to which managers identify diversity and
about adopting the worth of persons in association and
nurtured,
and valued
forand
the sustainable
It is an
aim on evolving all
individuals.
There
is
a
its
potential
benefits
handicapsgrowth.
characterize
producing the most of their prospective qualities and
premised
on
that
the
distinct
heritage
employees
hazard, although, that this may underplay the core
organizations set
about to organizing the
diversity
skills.
As
globalization
is growing, variety
gathering
has distinct
standards,
methods
and
values of identical opportunities. A aim on valuing
(Adler,
1997).
Although,
the
method
of
diversification
will assist businesses to go in the worldwide arena
personalities,
which
may
have
a
considerable
impact
diversity, where organizations may
dynamically
of associations has six stages: denial; recognition;
(Cascio, 1998). Diversity develops ingenuity
on
the business
practices. Invaluing;
classical view,
'white
employ and boost a
workforce
from
acceptance;
appreciation;
and utilization
and discovery (Adler, 1997; Jackson et al., 1992),
male
management
procedures
were
based
on
a variety of heritage and backgrounds, answers to the
(Paddison 1990).
and creates equivalent compensations (Coleman, 2002;
penalizing
or stifling
issues like globalization of enterprise, changing
The general
reason ofthese
suchdistinct
a start qualities
is to makeinsure
Jackson et al., 1992). Diverse groups make it likely to
selection
of
employees,
especially
in
Europe. In
demographics in the workforce and marketplace, and a
that all employees or professionals with disabilities or
augment elasticity (Floury, 1999) and quick reply and
recent
times,
proponents
of
diversity
accept
as a fact
requirement for larger creativity and adaptability
any other discriminating issue, can get
access
adjustment to change (Adler1997; Jackson 1992).
that
employers
should
identify
these
to countercheck development in all parts of the
to identical possibilities in the business. Grant (2003)
these
dissimilarities
and appreciate
methods
Diversity embraces employees from the circles of
economy.
expresses
that the
business varied
are transient
which
can
accomplish
the
identical
outcomes
as
ethnic
groups,
racial
minorities,
senior
such principles in alignment to ascertain that they
customary
procedures,
butcertain
a varied workforce
can
citizens,
women, disable
individuals,
andmanagement
unbalanced
In organizations
policies,
diversity
comply
with
responsibilities.
add
worth
to
an
organization.
sexual
inhibitions.
The
companies
which
generates new sets and structures which rest on
Diversity administration engages carrying out an
adopt
diversity,
as a internally
result, observe
enhancements
business
case, mostly
driven, and
perceived
ecological review, the
second
fact
is
Organizational
Strategies and Policies:
in
discovery
and general
achievements
in
as creativity,
an investment.
The strategic
decisions
which based
proposing recommendations
and the third is
global
marketplace.
the otherwith
hand,
many
on this concept
would On
be concerned
outcomes,
with consider to recommendations to
all
the
organizations
do
not
provide
equal
opportunities
to
Managing
diversity
more strategic
internalized by managers and employees, and would
present
workers with
consider isto individuals
with
personnel
with different
physical heritage
or personal
and
firmdifferences
promise with
act as an appreciation
of organizational
(Cox,
various
(145).its implementation is more
attributes;
this
hindrance
to
equal
chances
has
than
adherence
to lawful obligations, it is
1991; Cox and Blake, 1991). These policies are
produced
various
kinds
of
diversity
on
the
basis
of
aLegal
worthwhile
action that desires to be taken on by
Framework
focused on individuals, celebrate differences, advocate
heritage,
age,adaptation,
gender etc.and
(Miller,
and Johnson,
all grades of employees and
volunteers
and
mainstream
targetHagen
development.
In
2002).
converted
into
organizational
culture.
On
the
other
many publications, eminent scholars recognize some
A convincing component for adopting diversity
hand,
those who
inside
diversity and
widespread components that require to be adhered to
is
that
it
isemployed
illicit or
not.
State
Diversity
management
has
been
portrayed
as
structure,
anticipate
organizations
to
to
by businesses that esteem diversity. Some of these
government regulations
are
objectiveadapt
to double"a
method
to
identify,
esteem
and
capitalize
distinct
individuals.
Dodds
(1995),
suggested
that
components
are
conducting
a
review
of
check the
establishment
identical recruitment
on
distinctinstrands
back
grounds
these
dissimilarities
like color,
sex,
ethnicity,
structures
periods of and
the personal
attitudinal
procedures
and a natural
environment
free from
like
race, ethnic
origin individual
and sex." (Williams
1992: 22).
disability,
age are evident to
them,diversity
but
attributes
that favor
with differences
or
harassmentsexuality
and ordiscrimination.
The
The
respectiveleading
models ofto diversity
simultaneously
they
may
be
less
prominent
in
terms
of
disabilities,
an
implementation
management procedures identify organizations
address
the
desires
of
every
individual
in
the
class,
belief
or
work
style.
So
when
these
diversity perception teaching in a personalized and
responsibilities under Equal Pay Act 1970, the Race
organization,
contrastand
to equal
opportunity,
which
less
evidentAct
knowledge
and(Amendment)
attributes made
such the
individualizedinmanner,
a provision
of guidance
Relations
1976 and
Act 2000,
considers
equal
privileges
to
all
in
a
group.
Kandola
dissimilarities
a
source
of
enriching
the
resources
of
with consider to both employers and employees.
Disability Discrimination Act 1995, Sex Discrimination
and Fullerton (1995) have exclaimed that diversity not
organization
Act 1975, and(42).
Human Rights Act 1998.
onlyKandola
focuses solely
those assemblage
in
and on Fullerton
(1998)regarded
claim that
some
way
to berequire
deprived
but
diversity
matters
not or under-represented,
to
be
foretasted
Diverse
boost and and harness
Employmentorganizations
regulations
other
also
boasts
benefits
to
all
workers,
and
therefore
as unrealistic to apply because there are numerous
these
dissimilarities
to
make
their
services
applicable legislation hold the organizations
responsible
enlists
theirout
firmthere
promise
than encouraging
their
businesses
thatother
are applying
this and have
applicable
approachable
A of
in context and
of their
employees. toIt iscustomers.
the obligation
resentment.
and Fullerton
also
gone a long (44).
way Kandola
in encouraging
diversity (1994)
inside their
diverse
administration
sketchestheir
uponindividual
the broadest
all workers
to
accept
blame for
propose
that it be for
this cause
that the 'business
case'
environments
(56).
Some
of
them
likely
variety
of
outlooks
and
knowledge,
so
it
the functional submission of this policy. These laws,
for
diversitywellbeing
emerged.companies,
It was throughout
encompass
softwarethe 80's and
can
hear
to,
and
rendezvous,
the
altering
desires
of
acts,
and
regulations
show
early
are that
the concept
of expanded
houses,90s
accounting
businesses
and many
others.state
All
its
employees,
volunteers,
partnerssupervisors
and
exact users,
responsibilities
drop
upon managers,
guideline
appeared
implausible
and really
very
these businesses
have
one characteristic
in the
common;
supporters.
competent organization
of diversity and
and personsThe
professionally
engaged in recruitment
reality
of identical
that came diversity
under scrutiny.
The major
they have
made organizing
and equality
as
and
provision
of
equal
opportunities
termed as
Human Resources training and development.
push
in their
theworking
equality
thatattime
part of
in argument
the naturalthroughout
environment
all
identical possibilities to be more strategic other
span
progressively
on the idea.
times.relaxed
Dealing
with
significant
than
Please
cite this
articlemany
as: ___________
(2010)lawful
Managing Diversity
inoperational
the Work Place:
A Theoretical
The operational.
indicators
of Perspective:
managing diversity
apprehensions;
usually
legislation
is
to
endorse
sex
Women's Studies International Forum (2010), doi: 10.1016/j.wsif.2010.05.21
emphasis those practitioners should be adept to the
parity thus systemizing a varied workforce helps
reconsideration of the equality administration system, to
in dialogue with anxieties dissimilar to inequity
avoid direct and digressive discrimination, to the
________
Women's
Studies in
International Forum xxx (2010) xxxxxx
3
prohibited in the working position
so /as
to progress
maximization of individual promise over a diverse
protecting human rights.
workplace. Bartz & Mayhugh (1990), express that the

ARTICLE IN PRESS

Obligations and ciphers of performance


like Equal
Opportunities Commission (EOC) Commission for
Racial Equality (CRE), and Disability Rights
Commission (DRC). In order to measure responsiveness
to communal and
political
stresses for
change,
management
should
concentrate
on
the
exclusion of obstacles to equality in key staff and
development localities like
recruitment
and
selection, appraisal, training, and progression.
The exact legislation and key case regulation in UK
and
European
Union
demands
implementation for using organizations to obey with the
essence of European legislation and case law.
The existing
environment of
direct
and
digressive discrimination demands equitable and
effective assortment procedures and the function of
statutory and other organizations worried with the
administration of equality and how they concern to
applicable legislation (Taylor, 1995).
Statutory obligations
act
as
ciphers
of
performance and the function of Government and
its bureaus in encouraging equality
and setting
up a structure inside which all firms should follow. They
are
directed
to
properly
design
and
develop identical opportunities. On the other hand, these
organizations are also encompassing Central Board of
Intelligence
(CBI),
trade
unions,
employers
associations, and the assets accessible to aid
organizations in the administration of diversity.

According to one study of Watson (1993), he


proposed that heritage or culture varied groups
relative
to
homogeneous categories
are
more productive both in the interaction method and job
performance;
these
benefits happen after
a varied combination has been simultaneously applied
for a long span of time.
Present a clear enterprise case for diversity
initiatives and connections with altering demographics
and communal changes.
This devotes diversity
a
context that enhances understanding (Bagshaw, 2004).
For instance, according to a study by conference board
of Canada, several large companies in Canada such as
Petro Canada, Warner Lambert, Bank of Montreal etc.
have identified the competitive benefit in cultural
diversity (Taylor, 1995). But research also shows that
large
extent
cultural
diversity
can conceive higher grades of
dissatisfaction
and
turnover (Miliken and Martins, 1996). Maintaining
diversity
in
organizations
may
be
significant, although, for creativity, and for improving
representation and get access to power in outlook of
the
demographic alterations in
the
workforce
and identical opening, paid work equity affirmative
action, and human privileges legislation.
Organizations with a varied workforce can provide
superior services because they can better understand
multicultural customers desires (Wentling and PalmaRivas, 2000). Hiring women, minorities, immigrants,
and handicapped will assist organizations to tap these
niche markets of diverse cultural contexts (Mueller,
1998) and diversified market segments (Dass & parker,
1999). As all the segments of humanity have a stake in
the
development
and
prosperity,
so
the
conceiving and organizing a diverse culture workforce
should
be glimpsed as
a communal and
moral
imperative (Mueller, 1998).

Key lawful situations that form equality matters in p


aid work and their connection to and influence upon
the one-by-one organization. The function of
crusade assemblies, petitioning, and direct activity in
starting change
is
an
important
aspect
of
the significance of organizational perception, sensitivity
and responsiveness to emergent agendas in order
As
most
of
the
businesses
that organizations keep a proactive other than reactive
are moving
from
manufacturing
to
service
areas
stance.
Please cite this article as: ___________ (2010) Managing Diversity
in the
Work
Place: A Theoretical
Perspective,
globally,
diversity
matters
will
gain
importance
Women's Studies International Forum (2010), doi: 10.1016/j.wsif.2010.05.21
because in service transactions, productive interactions
Cultural issues
and
meaningful
communications
between
persons
are
absolutely
crucial
to
business
success
Managing
diversity
can
conceive
as
a
4
_________ / Women's Studies International Forum xxx (2010) xxxxxx
(Wentling
&
Rivas,
2000).
For
example,
provisions
of
comparable advantage. Potential advantages of this
women privileges in the periods of pregnancy and
diversity encompass better decision making, higher
maternity assist to promote fair possibilities in
creativity and discovery, larger success in trading to
the area of paid work and vocational training.
foreign and household ethnic few communities, and a

ARTICLE IN PRESS

Companies can do well at diversity if the start to


create, organize and worth the culturally
varied
workforce
has
the
full
support
of
the
peak administration (Holly 1998; Jackson 1992).
The association should link anxieties for diversity to
human asset management decisions around the policies
of recruitment, assortment, placement, and succession
designing
plans, presentation,
rewards
and
administration (Cascio, 1998). Culturally diverse
environments in global corporations especially in
business process out sourcing BPO companies,
motivation, approval, and commitment of varied people.
Performance
measures should be apparently and
objectively established, competently broadcast, and
utilized on objective criteria without any bias.
Identify attractive and
undesirable
behaviors
that should be founded upon
genuine
performance
feedback considerations engaging a varied workforce.
The scheme
including
diversity
or
not,
should be founded on the will of the human assets,
heritage, and power of the association (Holly 1998: 44).
Managers should understand their firms heritage
primarily,
and
then apply diversity
strategies
as asserted by that heritage (Hayes 1999: 45).

Of multicultural perspectives.
Some strategies to meet cultural diversity
challenges are employees behavior support
schemes, decreasing isolation and discrimination, and
encouraging casual networks among employees.
Language
competence, need of dialect abilities in
multicultural
environments
is
a
vital
barricade to form a multicultural organization. The
rationale for diversity teaching programmers is often
misunderstood at all levels. So it is significant to first
communicate what diversity is and what the
organization hopes to accomplish by organizing it
more effectively (Bagshaw, 2004). Ask participants
for demonstrations from their own experience where
they have not been treated equitably or with mutual
respect. This assists in person-to-person programs, and
then they realized that diversity is a notion with
something in it for them. And eventually the
diversity teaching, this would conceive the awareness
of what the notion of workforce diversity is and the
provision
of
certain data required to
create
behavior alterations that are surely needed to
competently manage a varied workforce.

Recommendations:
Training
and
development
programs
will advance the skills in considering with the day to
Diversity enriches an organizational human
day diversity dilemmas. This will assist managers to
capital; organizing a diverse workforce entails a
be cognizant on how power relations impact on
minimization of cloning that is preventing
stereotypes
of assemblies and
on
perceptions
the output of similar attribute employees in selection
of persons and the expectations. Storey (1992),
and
promotion
processes.
This phenomenon
proposed that communicating intercultural issues
directing a broader variety of concepts and
abilities,
will help in organizing a
diverse
workforce. An
proposing
larger
scope
for
discovery
and
competitive
individual employee after an adequate understanding of
performance
in the
future, thus enriches
an
organization corporate culture will be adept to
organizations human capital.
understand
how
heritage and
ethnic
dissimilarities form the conflict process approaching up
with obstacles tenacity strategies. They will be also
The main challenge is how to organize a diverse
being
adept to discuss conclusions with
cultural
workforce
to
achieve
maximum
output;
differences
in
mind.
Mentoring
no administration in this globalization era would
cite thisof
article
as: advisors
___________
Managing Diversity in the Work Place: A Theoretical Perspective:
programs,Please
engagement
skilled
and (2010)
assistance
survive without workforce diversity. Therefore, it is
of their peers
throughout
job duration,
the10.1016/j.wsif.2010.05.21
Women's
Studies International
Forumenhance
(2010), doi:
the obligation of
the
management
to
adjusting capabilities of human resources.
assess the advantages of workforce diversity in their
_______. / Women's Studies International Forum xxx (2010) xxxxxx
5
organization. On the other hand, the management
This mentoring approach in proactive organizations
should create the working scenarios which would
is effective to suggest workers on the entire concept of
workforce diversity and the causes why diversity should
enhance the workforce diversity in their organizations,
be organized in the workplace (Townley 1990: 36).
more particularly in their schemes formulation on the
Assessment of ones convictions about work standards
diversity of the workforce. Hence, with the diversity of
makes him of recognizing work standards of other
the workforce, the administration would be internally
ones from distinct cultural backgrounds and drafted

ARTICLE IN PRESS

Cascio F. (1998). Managing Human Resources


Productivity, Quality of Work Life, Profits,
McGraw-Hill, and Boston, MA.

Discussion and Conclusion:


Diversity at workplace entails a basic phenomenon
of the identical possibilities. In this form persons of
varied
qualities are treasured because
of
their
differences.
It
is
also
directed
to
utilizing completely the gifts of all constituents of the
workforce, permitting them
to
increase
the
restriction of their abilities.
It is accepted that associations should put in place
strategies to enhance workforce diversity. In periods of
organizational discovering, associations are still intact
to the difficulty of getting persons to worth diversity
and have not yet very resolute in introducing modes to
utilize and exploit it (Porras 1991). Managing diversity
in organizations is wholeheartedly reliant upon the
acceptance
of
some prime objectives
to
which workers are willing to consign, such as the
survival of the firm (Gentile & Manage. 1994). In
today's fast-paced work natural environment, a
successful organization is one where diversity is the
norm and not the exclusion (Lawrence, 2001).
It is concluded from the above discussion that
managing workforce diversity is one of the crucial
challenges of 21st century, with the inducements of
globalization,
e-commerce,
business
process
outsourcing, and mass migrations worldwide. These
rapid changes demand a diverse, well trained, and
adaptable workforce to compete in cutthroat
competition, thats why; organizations need to adopt
employee regulations and discrimination laws.
Providing equal opportunity and individual attention
are the main concerns to gain a competitive edge in
human resource management.
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the Work Place:
A Theoretical
Perspective:
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International
doi: 10.1016/j.wsif.2010.05.21
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