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The importance of diversity management
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Introduction
Diversity management is to tackle and support lifestyles and individual distinctiveness in a defined group. Management principal liabilities include educating the group and providing support for acceptance "as well as respect for different ethnic, cultural, communal, geographic, economic and political backgrounds with this everyone" can sense their significance for their contributions, which is favorable for the individual as well as the organization. Equality can be depicted as breaching down obstruction of discrimination and guaranteeing equal opportunity for all groups importantly in employment furthermore in goods and services as supported and protected by legislation. Equality and Diversity itself is not exchangeable but co-dependent. Equality of opportunity can be achieved if tied together with diversity of management. Presently large number of organizations has broadened their induction criteria by including different individuals Underrepresented and exclusive to cast or color, so that diversity management could be integrated to unique...
Diversity shapes the world we live in. Diversity can be defined as people coming together from different nationalities, races, religions, cultures, sexes, and genders to form a group, organization or community. With diversity comes both positive and negative factors, especially to those who fail to understand its value. Today, most people view diversity as an overall good thing because it allows people the chance to experience something different, gain a new perspective on life, and it influences understanding, clarity, and knowledge outside of what we are normally accustomed to. On the other hand, in social institutions such as education, religion, family or economy one may face certain consequences for being different. With diversity comes
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Diversity for organisations now becomes an interesting topic as they need to go beyond legal compliance and recognise that individuals are different and these differences need to be acknowledged in order to strategically to enhance organisational and individual performance. Kamenou and Fearfull (2006) research focuses on ethnic minority women in particular and they argue that management must improve when it comes to acknowledging different culture and beliefs instead of subjecting ethnic minority women in to a mono-culture. This has important implications for HRM who need to support the idea of diversity and equality through new initiatives.
Diversity management efforts are based on a voluntary commitment to accept each individual’s uniqueness and to respect and learn from individual differences. In fact, diversity management efforts require a great deal of commitment particularly since it includes more than just image based differences (Cole, Salimath). Because it includes all differences and actively works to change prejudicial attitudes and beliefs, diversity management is the perfect complement to affirmative action. Together they can create an inclusive society that is race- and gender-conscious. Being race- and gender-conscious will highlight each individual difference which will facilitate acceptance without judgment and insensitivity.
Traditionally, diversity refers to an assortment of races, ethnicities, genders, ages, disabilities and perhaps sexual orientations. A definition of diversity, however, should not be constrained by traditional categories such as these. Such a definition should also include categories such as religion, educational level, life experience, geographic location, socio-economic background, marital status and work experience. Indeed, each person employed by a company possesses unique qualities that encompass many factors.
However there is still the mistaken believe that organisations will automatically reap the benefits of diversity by simply guaranteeing a diverse workforce, even sometimes by implementing ‘quotas’ of minority employees within their employee population. Diversity will not positively impact business activities without taking into account the necessary creation on an inclusive work environment (inclusive culture) that will lead to a more engaged workforce which consequently will improve business performance. These mediating variables are vital in any D&I Audit approach linking diversity to business
Mental/Physical Abilities Family Status Race, Income, Religion Ethnic Heritage First Language, Education. Sexual Orientation Organizational Role & Level. Communication & Work Styles Harvey, C. P., & Allard, M. J. 2009, p. 47). Additionally, the text book Understanding and Managing Diversity also highlighted that we have to consider the multiple dimensions of diversity. The components of a diversity mixture can be people, concepts, concrete items, or abstractions.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Employees specifically the minority should be empowered to try and obtain a higher level of education to meet the work demands. Moreover, in managing the diversity within the workplace, it would be effective for businesses to utilize the different racial groups and sexes’ talents specifically to reap the benefits of operating in a very diverse consumer based economy. In addition, when businesses invest in their diverse employees, it in result would lead them into obtaining a comparative advantage on the global market. Furthermore, with the diversification of the workforce may come discrimination, therefore for its maintenance within the workplace, antidiscrimination policies should be created and strong efforts would be given so that all employers will benefit within the
Diversity in the workplace is important for employees because it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. Making sure all members, students, parents and guarding’s are welcomed at all times in a well-mannered environment Workplace diversity is important within the organization as well as outside ensuring all different are put aside and everyone can come together and work well as a great team.
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.
people who are different from each other to diverse the company culture to find different viewpoints and ideas to gain Competitive advantage (Simmons, 1996). Organizations that are lacking diversification and which are also being exposed to the general approach of minimizing the discrimination and injustice will unfavorably affect both customer and employee while diminishing the relationships with both parties (Kundu, 2001). Peters et al. (1982) conveyed that OC should create a diverse body of employees, customers and stakeholders that are being valued and integrated in to all dimensions of the work where that particular company may learn from the people they serve, by listening internally and externally to them.