Running Head: Diversity 1

Diversity

Name

Institute
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Diversity

Business environment is getting competitive with time. Diverse people are working

together in organizations to attain common goals. It is the duty of managers or leaders to manage

human capital, in order to satisfy needs and demand of people. The term diversity is linked with

individual characteristics, normally it is defined in two dimensions; firstly it includes the

dimension of age, gender, race, ethnicity, disability and religion. Second dimension of diversity

is economic status, communication style, role in organizations and geographic origin. According

to a research, diversity in organization leads to improved performance and increased profitability

(Jackson et al., 2003).

Procedures

There are number of practices, which are used in organizations to increase diversity. Some of

them are as follows;

 Leadership Commitment,

 Strategic Planning, and

 Employee involvement.

In organizations involvement of leaders, risk taking capabilities and initiatives distinguish

them from other managers and leaders in organization. Leader brings change in organizations

and inspire employees to bring change. Leaders usually bring diversity by infusing it into

organizational processes and ensures that diversity is included in mission and vision statement of

organization. They embed diversity mission in not just human resources and diversity offices but

on levels of management in organization (Jackson et al., 2003).

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Another practice that can help in bringing diversity in organization is linking it to strategic

planning. Linking the diversity with organizational goals and vision can help in generating

environment for diverse people. Managers are directed to hire diverse people and to manage

them effectively. This process involve three phases; framework, strategic plan and

implementation of plan.

Employee involvement and feedback is another practice in developing environment of

diversity in organization. Organizations usually has three main goals; improving employee

satisfaction, talent management and learning environment. Feedback and employee involvement

is an important in building culture of diversity in organization. Both formal and informal ways

are used in take feedback from employees (Jackson et al., 2003).

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References

Jackson, S. E., Joshi, A., & Erhardt, N. L. (2003). Recent research on team and organizational

diversity: SWOT analysis and implications. Journal of management, 29(6), 801-830.