diversified workforce

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 Table of Contents
Diversified workforce:.....................................................................................................................2

Advantages:.....................................................................................................................................2

 Innovation and Creativity:....................................................................................................2

 Increase productivity:...........................................................................................................2

 Getting Into Expert Talent....................................................................................................2

 Smarter decision-making......................................................................................................3

 Flexibility with the job profile:.............................................................................................3

Disadvantage:..................................................................................................................................3

 Limited options:....................................................................................................................3

 Inflexible culture:..................................................................................................................3

 Insufficient Global Customer Representation:.....................................................................4

References........................................................................................................................................5
 Diversified workforce:
People of different race backgrounds, genders, skill levels, and life stages come together to work
in a diverse workforce (Saxena., 2014). Genuine workplace diversity combines diverse
backgrounds and experiences to solve issues, boost output, and create a welcoming, appreciated
environment for all.

Advantages:
Here are some advantages of the diversified workforce:

 Innovation and Creativity:

The same old approaches to products, distribution, marketing, management, and sales are
likely to be observed if everyone behaves and thinks the same way (Pierce., 2004). But
you'll come up with more original ideas when multiple people handle issues and
difficulties from different angles. Diversity boosts innovation and enhances market
expansion, according to research.

 Increase productivity:
Workers with diversity make better work. When faced with challenges or obstacles in business,
having a diverse set of views can help in problem-solving and the development of more
profitable solutions. But diversity may do more for a workplace than only solve problems; it can
also foster a more positive, engaged workplace that indirectly boosts productivity (Springer and
Van., 2013).

 Getting Into Expert Talent

Access to a wider pool of talent is one of the key advantages of a diversified workforce. This
implies having access to a wider pool of talent as well as specialized skills that might not be
present locally. Different skill sets are found in different places. An organization can gain a
significant competitive advantage when entering new markets by having a diversified workforce
(Brown., 2006).. Frequently, for a product or service to be successful abroad, it must be
modified. A company can succeed if it has a thorough understanding of the competitive
environment, local laws, ordinances, and customs.

 Smarter decision-making
Diverse employee groups bring together a greater variety of backgrounds and experiences. As a
result, they may be able to make more accurate judgments, which will be beneficial to your
company. According to one study, diverse teams outperform non-diverse teams in decision-
making up to 87% of the time (McCuiston et al,.2004).It has been established that diverse teams
are more creative, intelligent, and socially conscious

 Flexibility with the job profile:

In general, foreign workforce would feel at ease accepting demanding job profiles. They would
also be adaptable enough to work from home or at different shift times. However, Local workers
would not be able to adjust to such demands. In addition, they request greater perks than do
overseas workers.

Disadvantage:
The Disadvantages of employing local available are;

 Limited options:
There can be a shortage of persons with the necessary work abilities. The options for
candidates may be restricted depending on the product. It may limit the pool of candidates
that the company can hire. This can be important if you operate in the creative or service
industries and need to hire highly qualified individuals who are difficult to come by (Krome.,
2014). It is difficult to settle for the skill that is accessible and pass up the greatest talent.
According to research, hiring high performers has a bigger outcome on a company's
development and productivity than one may anticipate.
 Inflexible culture:
If you hire people mostly from local, your culture could become old. An inflexible culture
will cause additional issues for staff members in leadership roles as they may have to push
for improvements and change rather than stabbing to ineffective, long-standing procedures
(Kawakami., 2014).

 Insufficient Global Customer Representation:

In a world where diversity is extensive, companies frequently provide to clients from
different nations, ethnicities, and language backgrounds. A company may not have the
diversity in its employees to effectively understand and provide for the diverse demands of
worldwide clients if the majority of its workforce consists of workers who are located
nearby. This may result in a gap between the company's offers and the tastes, habits, and
demands of its global clients (Roach, and Dixon, 2006).
 References
Saxena, A., 2014. Workforce diversity: A key to improve productivity. Procedia economics and
finance, 11, pp.76-85.

Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013.
Managing a culturally diverse workforce: Diversity perspectives in organizations. International
Journal of Intercultural Relations, 37(2), pp.159-175.

McCuiston, V.E., Ross Wooldridge, B. and Pierce, C.K., 2004. Leading the diverse workforce:
Profit, prospects and progress. Leadership & Organization Development Journal, 25(1), pp.73-
92.

Kossek, E.E., Lobel, S.A. and Brown, J., 2006. Human resource strategies to manage workforce
diversity. Handbook of workplace diversity, pp.53-74.

Ongori, H. and Agolla, J.E., 2007. Critical review of literature on workforce diversity. African
journal of business management, 1(4).

Krome, M.A., 2014. Knowledge transformation: A case for workforce diversity. Journal of
Diversity Management (JDM), 9(2), pp.103-110.

Roach, K. and Dixon, M.A., 2006. Hiring internal employees: A view from the field. Journal of
Sport Management, 20(2), pp.137-158.

Kawakami, W.K., 2014. Advantages and disadvantages of civilian employers hiring National
Guardsmen and reservists (Doctoral dissertation, Fort Leavenworth, KS: US Army Command
and General Staff College).