Managing diversity is often related to HRM strategy for addressing the issue of equal opportunity. It has emerged widely in the end of 1980’s era because of demographic trends and emergence of business cases for achieving equal opportunities. The demographic changes took place initially in North America, as (Young, 2000, pp.77-98) claimed that organisations were preparing to meet the demographic changes and challenges during transforming process of North American workforce. Kirton & Greene (2010) mentioned that due to these changes in the demographic background, it was considered to be an opportunity for the organisations to expend and create the market in untapped area and maintain competitive advantage. This is where managing workplace diversity …show more content…
Equal opportunity is the external initiated and determined through society ethnic and legislation like group parity, human right, justice and fairness. On the other hand managing diversity is internally initiated and driven through business needs (Shen & Monga, 2009, 235-251). Companies majorly focuses on increasing efficiency through complete utilisation of employee’s potential and skills. Lack of recognition of such skills including discrimination is costly. For this reason use of employees and fully recognition with diversity background relating equal opportunities is vital for business to improve efficiency and provide company with a competitive advantage (Barz & Mayhugh, 1990, pp.321-6). Another main difference between the two relates to their objectives. The aim of EO approach is to present human right; removing errors and providing social justice that were made previously in the past “to correct an injustice, acknowledge each individual is unique with diverse needs and skills and they require different type of assistance for succeeding as described by (Shen & Monga, 2009, …show more content…
While managing diversity approach works on all economic and business prevailing within an organisation and other the other hand equal opportunity relates to society ethnic case for treating each and every one equally. To end with the discussion as mentioned by Eckel & Grossman (2005, pp 371-392), equal opportunity relates to the changes made in practices and systems, whereas managing diversity reflects on changing organisation’s philosophy.
Conclusion
As the discussion shows that managing diversity first emerged in 1980’s due to changes in demographic trends and business case for providing opportunities. Whereas legally driven and externally initiated force, Equal opportunity majorly focuses on problem and numbers. Under EO approach, it is restricted for recognising the dissimilarities like gender, disability and race while managing diversity drives through business requirement (Wilson & Iles, 1999). However because of these diversity approaches, employers incline towards implementing the managing diversity approach within their workplace. Question 4: Critically evaluate whether ‘Diversity Management’ addresses discrimination faced by disabled people in the
Mor-Barak, Michàlle E. (2005) Managing Diversity: Toward a Globally Inclusive Workplace. Thousand Oaks, California: Sage Publications.
Organizational diversity is a vital attribute causing rapidly growing controversial debates in today’s public and private business sectors. Many of the adversarial perspectives regarding organizational diversity have manifested in various organizations due to the implementation of laws, sanctions, programs and other initiatives designed and mandated to create a more equalized employment workforce.
Diversity also encompasses acceptance and respect proving that each individual is unique. It provides a safe and nurturing environment for the employee and will help the organization prosper and succeed. Diversity provides an understanding of each other and helping one to move beyond simple tolerance of embracing and celebrating the dimensions of
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.
Diversity in the work place has generally been thought of as purely an employment equity issue. However, diversity is coming to be recognized as an asset which can, like any other asset that is well managed, contribute to the bottom line. Diversity is growing almost as quickly as the number of software vendors at an accounting convention (Talbot-Allen, 1995, p. 3)
The idea of diversity emerged when globalisation came into the picture in 1990-91 (Bhatia, 2008). As globalization began to affect organisations, there was a coverage of workplace from diverse countries, cultures, values, and styles that presented tremendous opportunities as well as challenges (Bhatia, 2008). Organisations can have the ultimate lead in the market place if effective human resources are in place. Now in the 21st century, it is not an option but a necessity to embrace diversity. With all the available talent available, companies can no longer afford to restrict its ability to recruit talented employees because of his differences that did not sit well with the company.
Diversity problems are currently thought of necessary and are projected to become even more necessary within the future because of increasing variations within the U.S. population. Corporations ought to target diversity and appearance for tactics to become all-inclusive organizations as a result of diversity has the potential of yielding bigger productivity and competitive blessings (SHRM, 1995). Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is a useful competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity may be a key part of effective individuals management, which might improve work productivity (Black Enterprise, 2001).
First, the management may be able to apportion the right resources and efforts in hiring the best and most diversified employees. Different perceptions on diversity indicate that diversity not only has benefits to an organisation but also presents several challenges, especially to the management. The different perceptions on diversity imply that managers should focus on solving diversity-associated problems to create an integrated workplace (Klarsfeld, 2016). To establish constructive diversity at the workplace, managers should institute feasible diversity-friendly policies, vision and
19. Wilkinson, Brad (1999, October) Managing diversity: Buzz word or business strategy? HR Atlanta, 8.
Merriam-Webster defines diversity as “the condition of having or being composed of differing elements; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization” (Merriam-Webster, 2016). With diversity including many different elements, the concept of workplace diversity also covers a broad spectrum of topics, and continues to evolve as many companies look to expand globally. This subject has become increasingly important among managers over the last couple of decades, and has helped to reinforce other concepts such as affirmative action and equal opportunity employment. While most people believe that everyone should have the same opportunities available to them, and that we
A basic problem regarding the implementation of diversity into the workplace is that its approach sometimes does not fit the interpretations of equity and equality according to the context in which it was meant.
Managing workplace diversity well requires the creation of an wide-ranging environment that values and utilizes the contribution of people of different backgrounds, experiences and perspective. All organizations policies, practices and processes that impact on the lives of employees need to recognize the potential benefits that can be derived from having access to range of perspectives and to take account of these differences in managing the workplace. Work systems, organizational structures, performance appraisal measurements, recruitment and selection practices and career development opportunities all have impact on the organizational behavior upon the management of diversity.
With the implementation of diversity into the place of work there will be barriers and challenges that would be faced by the organisation and its employees. Diversity needs to be managed effectively by the organisation and when done so will benefit the organisation immensely and promoted harmonious relationships in the workplace.
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.