Organizational Diversity Case Study

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. It enhances good management practices by preventing discrimination and promoting inclusiveness….the focus of workplace diversity now lies on the

Thomas 1991, calls for a fundamental change in the corporation's way of life, its culture. It is an organization's culture, its root assumptions and resulting beliefs and practices, which must be altered, not simply the people who inhabit it. Diversity is "an issue for the entire organization, involving the very way organizations are structured"; (as cited in Gordon 1995, 13)

Diversity management, according to Thomas, is not a program. It is a long-term process that involves both a complex understanding of a corporation's cultural roots and its deep structures, and a determination of what elements of that culture need to be altered in order to meet the "aspirations for managing diversity" (as cited in Gordon 1995, 13).

According to Thomas 1992; Betters-Reed & Moore 1992, the term ‘diversity management’ refers to the systematic and planned commitment on the part of organizations to recruit and retain employees with diverse backgrounds and abilities. It is an activity that is mainly to be found within the HRM training and development domains of organisations (as cited by Basset, Jones 2005,