Workforce Diversity

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Introduction The qualities that make individuals different from (unique characteristics or various cultural groups) or similar to others is diversity(Meeting The Challenge of Diversity, 2005). Workforce diversity in the other hand, refer to as policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency(McInnes, 2013). There are two categories of Dimension of Diversity as shown in Figure 1 below. The first category is in the inner circle which is called primary dimension. It is inborn difference which will impact a person throughout his or her life. The outer circle is the second category called secondary dimension. It is acquired or changed throughout one’s lifetime and had lesser impact but still impact one’s self-definition(Meeting The Challenge of Diversity, 2005). The importance of diversity is that it allows an organization to get access to broader range of opinions and viewpoints as well as, to obtain the best talent or skill in a competitive environment(Meeting The Challenge of Diversity, 2005). Diversity in the workforce can also be used as a business communication strategy and as a marketing strategy in line with increasingly diverse customer, vendors and partner. According to McInnes (2013), workforce diversity is also important to demonstrate organization’s social responsibility or as a legal requirement. The study for this topic will focus on cultural diversity and the case study will be on Muslim women’s workplace experiences: implication for strategic initiatives. Cultural Diversity According to Amadeo (2014), cultural diversity is when differences in race, ethnicity, language, nationality, religion an... ... middle of paper ... ...ions were due to portrayals of Muslims in US media in their references in 9/11 and the war against terrorism. They felt that the media invoked more fear and false perceptions and only in rare cases did they fault the person making the negative comment. Conclusion Globalization of business caused the growing of cultural diversity in the workplace. Cultural diversity in the workplace does not only bring problems but it also brings benefits to the development of organization if properly being managed and careful strategic attention given to address the problem. It is very complex and challenging in managing a culturally diverse workforce. From my point of view, effective leadership plays an important role to achieve an effective management of a culturally diverse workforce that includes intrinsic motivation to develop the cultural competence to engage with them.
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