In today’s world, diversity, innovation and globalization are the bedrock of doing business. As the world changes and new trends come in, the prospects of a change like diversity is being discussed and sometimes practiced in its early stages. Diversity has its own branches. Some of the diversity trends are slowly but surely penetrating companies and offices for better performance, talent and results. Today, being diverse isn’t exclusive to people in the workplace.
Managing diversity holistically as the business necessity increases team collaboration, productivity and efficiency. “Recent studies of factors that moderate the relationship between cultural diversity and work group effectiveness have begun to make some sense of these findings, suggesting that when group members share common goals and values, cultural diversity leads to more beneficial outcomes" (Ely & Thomas, 2001, p235). In a world where the slightest accusation of discrimination can cause an organization millions in public image rehabilitation, there are still organizations that haven’t embraced the importance of properly maintaining a diverse and inclusive environment. Abercrombie & Fitch’s challenges with diversity management are well documented. The clothing retailers history of discrimination centering on the CEO Mike Jeffries and his controversial “look policy” have resulted in multiple discrimination law suits, a battered brand image and plummeting profit margins.
Nancy Lockwood emphasizes the benefits of having workplace diversity. Diversity-embracing organizations will likely enjoy larger market share since they will have access to a potentially larger customer base (Lockwood, p.125). Actively pursuing workplace diversity assists employers to address talent shortages and improve organization effectiveness and productivity by hiring right talent people to fit their needs. In addition to that, diverse teams provide a wider rage of creative solutions and decision alternatives compare to homogeneous groups. The opposing view is presented by social critic Roger Clegg, who attacks the notion that pursuing diversity for its own sake is a wise strategy regardless of whether it occurs in the workplace or in the educational system.
In my opinion, the most general definition of managing diversity is: Diversity management is a long-term process. It means extensively analyzing a company's current culture and changing those parts that limit cultural diversity. Also, it means recruiting new employees for the skills they can bring to the company rather than their cultural homogeneity. Lastly, it means working with a management team to help them understand that cultural diversity is a business issue, and their own careers will benefit from enabling their employees to reach their full potential ("Managing Diversity”, 1999). According to Dr. R. Roosevelt Thomas Jr., author of Beyond Race and Gender (1997), the problem of diversity is not limited to questions of race, gender, ethnicity, disabilities and sexual orientation.
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,
It is important for today's business to attain and maintain talented human work forces; therefore, many companies strive to seek methods to reinforce human work forces. I think that diverse recruitment and career development actives are good ways to reinforce human work forces because these are motivate employees to increase organization's productivity as well as employees' loyalty to their companies. As diversity flourishing, the most successful companies have tried to deal with diversity toward inside customers, employees and outside customers, real customers. It is not only bringing advantages to them but also practicing affirmative action. It is not easy for a company to maintain their human work forces and find their employees' potential which can be used to increase productivity.
HR has to develop strong relationships with other departments and have a cohesive plan running to have any company do better down to the bottom line figures. For the most successful business, there needs to be cooperation between all parts of a company, HR most likely should facilitate this, and when it does, companies thrive. “By utilizing basic HR tools like business process redesign, organizational redesign, job redesign and competency model development, we were able to more effectively align our selling and support processes” (Hults, 2011). Basically, HR being involved in strategic planning efforts is a smart move. HR brings the business perspective while other departments (management, finance) are looking directly at numbers.
Leaders across the nation are looking for the best ways to manage such a diverse group of employees. Companies are not only hiring people of different ethnicities from within the country, but there has been a surge of hiring people from other countries too. To maintain a high level of job satisfaction, workers must be able to feel comfortable in their workplace environment. To expect managers and other workers to know everything about all cultures and be aware of what may or may not offend a person from a different ethnic group is all but impossible. Teaching cu... ... middle of paper ... ...s in which they seek to do business.
Diversity in the workplace is much needed as you can see for several reasons. Another reason for diversity in the workplace is a company’s reputation. “Job seekers are drawn to companies with diverse workforces because it’s evident that the companies don’t practice employment discrimination” (Johnson). When someone is seeking a job they want to be a part of a company that’s open to other backgrounds. When a job seeker comes in and sees the diversity in the workplace it makes them feel more confident versus going into a place that just has certain kind of employees.
Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers. Businesses that promote diversity in today's global marketplace are better able to attract and retain the best talent. Employing a diverse workforce allows a company to utilize the potential within the job market to its fullest and contributes to overall economic growth and prosperity. Differences among co-workers should not divide a workplace. Rather, differences among co-workers should be used to foster creativity and innovation, thereby driving profitability and business success.