Introduction

----------------------------------------------------------------------------------------------The "business case for diversity", theorizes that in a global market place a company that employs a diverse workforce (both men and women, people of many generations, people from ethnically and racially diverse backgrounds etc.) is better able to understand the demographics of the marketplace it serves and is thus better equipped to thrive in that marketplace than a company that has a more limited range of employee demographics. An additional corollary suggests that a company that supports the diversity of its workforce can also improve employee satisfaction, productivity and retention. This portion of the business case, often referred to as inclusion, relates to how an organization utilizes its various relevant diversities. If a workforce is diverse, but the employer takes little or no advantage of that breadth of that experience, then it cannot monetize whatever benefits background diversity might offer.

Workplace diversity
Workplace diversity refers to the extent to which an organization is culturally diverse. Cultural diversity includes the range of ways in which people experience a unique group identity, which includes gender, sexual orientation, race, ethnic and age. An organization’s culture tends to determine the extent to which it is culturally diverse. While diversity in the workplace brings about many benefits to an organization, it can also lead to many challenges. It is the responsibility of managers within organizations to use diversity as an influential resource in order to enhance organizational effectiveness. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now.

profit. and allocation of resources. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively. sourcing. greater creativity and innovation. Company-wide strategies can then be executed. Too often the cultural differences create problems. such as better decision making and improved problem solving. .  Broader service range A diverse collection of skills and experiences (e.  Variety of viewpoints A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The goal is to manage diversity to take full advantage of it. languages. and more successful marketing to different types of customers.  Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service. which leads to enhanced product development.  More effective execution Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Case Study: Scott Page’s (2007) mathematical modeling research of team work supports this view. He demonstrated that heterogeneous teams consistently outperformed homogeneous teams on a variety of tasks.g. Page points out that diversity in teamwork is not so simple in the messy real world.Benefits of Diversity @ Workplace Diversity brings substantial potential benefits to both organization and members. resulting in higher productivity. and return on investment. cultural understanding) allows a company to provide service to customers on a global basis. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands. It provides organizations with the ability to compete globally.

and discrimination refers to observable adverse behavior for the same reason”. Cultural bias includes both prejudice and discrimination.Challenges of Diversity @ Workplace There are challenges to managing a diverse work population. Armed with the results of employee assessments and research data. Managing diversity is more than simply acknowledging differences in people. Ineffective communication of key objectives results in confusion.  Implementation of diversity in the workplace policies This can be the overriding challenge to all diversity advocates. they are forced to repress significant parts of their lives within a social context that frames a large part of their daily encounters with other people.  Cultural bias An additional factor which challenges culturally diverse work environment. they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization. lack of teamwork.  Resistance to change There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. Those who assimilate are denied the ability to express their genuine selves in the workplace.  Successful Management of Diversity in the Workplace . The "we've always done it this way" mentality silences new ideas and inhibits progress. cultural and language barriers need to be overcome for diversity programs to succeed. "Prejudice refers to negative attitudes toward an organization member based on his/her culture group identity.  Assimilation Assimilation into the dominant organizational culture is a strategy that has had serious negative consequences for individuals and the organizations themselves. and low morale."  Communication Perceptual.

bias-reduction training.  Empathy . focus groups. physical ability. values. gender.  Strategic decision-making . There are several ways to go about creating the multicultural organization that performs extremely well. This type of training helps to communicate to employees that languages. .  Self-monitoring . Creating the Multicultural Organization "The key to managing a diverse workforce is increasing individual awareness of and sensitivity to differences of race.implies that the communication sources and channels used to reach organization members. and age". Three skills which help to develop effective communication in diverse organizational environment. other than English. sexual orientation. are highly valued. and his or her willingness to modify this behavior based on knowledge of its impact. social class. assumptions. and task forces are methods that organizations have found useful in reducing culture-group bias and discrimination". research. and needs. are mindfully selected.Diversity training alone is not sufficient for your organization's diversity management plan. as well as the substance of the messages conveyed. Equal opportunity seminars.refers to a communicator's awareness of how his or her behavior affects another person. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization.enables the receiver to go beyond the literal meaning of a message and consider the communicator's feelings. Language training is a way to promote a multicultural organization.

.Implementation ----------------------------------------------------------The personal commitment of executive and managerial teams is a must. . .Use the results to build and implement successful diversity in the workplace policies. Recommended diversity in the workplace solutions include:  Ward off change resistance with inclusion.Use it as a tool to shape your diversity policy. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization's function and purpose. Attitudes toward diversity originate at the top and filter downward. Launch a customizable employee satisfaction survey that provides comprehensive Reporting. – Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. – Involve every employee possible in     formulating and executing diversity initiatives in your workplace. . Promote diversity in leadership positions. Utilize diversity training. Foster an attitude of openness in your organization. Management cooperation and participation is required to create a culture conducive to the success of your organization's plan.This practice provides visibility and realizes the benefits of diversity in the workplace.

disabilities. what does the future hold for women and work? How to Address an Employee Sexual Harassment Complaint? Fifteen steps and several tips from your About HR Guide. Now. and Future Tired of reading about Carly Fiorina and other successful women who are the poster faces for the 'you've come a long way. experience. gender. is the federal agency that has the responsibility to handle discrimination complaints.Diversity Issues: Diversity in the Workplace ------------------------------------------------------------------------------Diversity issues related to race. from your About HR Guide. physical appearance. Equal Employment Opportunity Commission Equal employment opportunity (EEO) laws make it illegal for employers to discriminate against an employee or potential employee in certain workplaces. The Equal Employment Opportunity Commission (EEOC). baby' spin doctors? What is happening for other women in the workforce? Notably. age. LGBTWorkplace Discrimination (6) Diversity in the Workplace: Search for Similarities – Just Like Me Want to develop effective working relationships with diverse people at work? Start with similarities. Effective diversity work relationships are critical for your success. Susan Heathfield. multiculturism. nationality. The bias is toward valuing diversity. competency. Gay at Work . training. Susan Heathfield. but also special challenges. among people when you build relationships. sexual orientation. maximize the effectiveness and legality of your investigation. and personal habits are explored in these links. religion. which was created by the Civil Rights Act of 1964. with links to appropriate laws and sites. job title. Sexual Harassment Defined A complete definition. Appreciating Diversity During the Holidays: Diversity’s About More Than Just a Simple "Happy Holidays" Greeting Card Women and Work: Then. not differences. Diversity in the workplace adds a special richness.

Evaluate your organization's diversity policies and plan for the future. Ramone Johnson covers issues related to gays at work.Gay/Lesbian Life Need information about gay and lesbian workplace issues? Check these helpful resources from Deborah Levinson. ask questions to learn more.From pension acts to coming out at work. CONCLUDE: As the economy becomes increasingly global. It is important for us all to read about all the cultures that make up our communities. About's Liz Mitchell provides significant examples of cultural differences that should give all of us another reminder. Best Companies for Lesbians Kathy Belge. starting today .com Lesbian Life writer and editor provides information and selection criteria for why some companies are better than others for Lesbians. and develop an honest interest in becoming culturally skilled. Workplace Issues . About. She has a good piece on comig out at work as well. Have you experienced discrimination? Take a look at these work resources. Working in a Diverse Society Your work culture supports diversity or it doesn't. the About. our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. get to know people of other cultures.com's Gay Life writer and editor.

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