Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB), 1993). To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management support and commitment, education and training, culture and management systems changes and continuous follow-up and evaluation. Needs Analysis In many of my resources, a needs analysis was the second crucial element after senior management support and commitment.
So it’s important to understand that if you have a group of people and they are all the same gender and race there can still be diversity amongst that group of people. As a manager I think it’s important to encourage diversity in the workplace. The first step as a manager if given the opportunity would be the selection of my team. I would hire people from different that consisted of different genders, race, and cultures. I would communicate to my team that diversity is encourage in the work environment.
By understanding how this diversity can affect their organization, leaders are taking steps to assure a conflict-free environment and are helping promote positive outcomes for the business, as well as its employees. “Diversity today is being viewed as a key means to strengthen the human capital of an organization and improve overall performance” (Bowes, 2007/2008). Studies have shown that diverse workforces can positively affect and strengthen the organization, but what can organizations do to assure this type of environment? What programs or tools do leaders need to implement when looking to improve their ability to manage this diversity? The main purpose of this research paper will be to explore what methods organizations and leaders can use to successfully manage increased cultural diversity within the workforce.
Deep-level Diversity: the differences in values, personality and work preferences regarding each employee. Why is managing workforce diversity is so important? The benefits fall into three main categories: 1. People management: the managers will have a better use of the employee’s talent. The quality of problem solving efforts will significantly increase.
What kind of environment would I and other managers have to create to educate employees about cultural diversity? In order to understand the necessities and benefits of managing workplace diversification, the concept must be explored. This fundamental belief has led to changes in management practices primarily relating to the recruitment, training and retention of employees specially the changing face of the workforce, creating equal privileges and opportunities for every human being. What is diversity? There are several definitions of diversity that exists in literature.
The issues of racial, social and gender distinctions that is forever dividing us should not hinder a person from coming into an organization to share its core values. All people equally can become an asset to an organization and contribute to its success. The knowledge that have been gather about diversity has led me to believe that competition for talent is growing, and it is dependent on attracting and retaining qualified employees who offer different
In the future diversity in the workplace may be required for companies that want to be competitive, because diverse ideas help create new solutions to help overcome obstacles. To take advantage of the synergy that diversity brings to the workplace, companies must develop long term goals and strategies. A long term strategy acknowledges differences and embraces them to encourage free thinking among employees. By incorporating diversity as an asset, companies can better prepare themselves to face the future. As their customers become more diverse, so should their workforce.
Figure 1. Issues of Control in Diversity (Betchoo 2015, 147) Figure 2. Four layers of Diversity (Betchoo 2015, 17) An effective Manager of a diverse team needs to pay attention to every layer of diversity with goals of using both the similarities and the differences to enrich the work environment and achieve the overall mission. (Betchoo 2015, 17) Diversity management is an important concept that is universally applied to the workplace (Betchoo 2015, 8). According to Vinesh Naidu 2014, Managing Diversity means acknowledging people’s differences and recognising the differences as valuable.
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.
(2003) argued that conceptually, diversity management practices should be treated as a moderator of the association between diversity of human capital and performance outcomes. This argument is consistent with resource-based theory, which suggests that an organization must have the ability to utilize its resources in order to gain performance advantages (Barney & Clark, 2007). Kochanet al. (2003) report several findings supportive of the idea that diversity management practices help firms to derive value from a diverse employee base. Specifically, they found that training-focused HRM practices reduce the negative effect of racial diversity on constructive group processes.