The Importance Of Managing Diversity

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The world 's increasing globalization requires more interaction among people from diverse backgrounds to remain competitive. Supervisors and managers need to recognize the ways in which the workplace is changing and evolving. Managing diversity is a significant organizational challenge, so managerial skills must adapt to accommodate a multicultural work environment. A diverse workplace is made up of employees of different races, genders, abilities, ages and cultural differences (Werner & DeSimone, 2012).
A company that lacks diversity usually has decreased employee morale and a drop in productivity. To overcome this, a company needs a well-written diversity plan that explains diversity policies and depends on employees to follow these …show more content…

Diverse work teams encourage modernization and innovation, and this can help an organization expand its customer base, and take on marketing. Diversity training can raise awareness so employees will understand corporate policies and conduct expectations. Proper training is also important to establish clear lines of communication and courses of action for employees who feel that their rights are being violated. A mentoring program teams together new employees from diverse backgrounds with senior management to learn new skills and this makes new employees feel welcome, and motivates them to perform better. Companies need to incorporate diversity, because diversity has the potential to increase productivity and have a competitive advantage (About SHRM, n.d.).
Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Esty, Griffin, Hirsch, 1995). Managing diversity is more than just recognizing differences in people. It involves recognizing the usefulness of differences, resisting discrimination, and promoting a variety of individuals. Managers may lose employees and work productivity will diminish to prejudice and discrimination, as well as complaints and legal actions against the organization (Welham, Booth, Robson,

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