Diversity Helps to Develop Organization

 

"Diversity" can be defined as the presence of a variety of human differences within a group, organization, or society. These differences may include but are not limited to factors such as race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, and political beliefs. Embracing diversity entails recognizing, respecting, and valuing these differences, thereby fostering an inclusive environment where individuals feel welcomed, accepted, and empowered to contribute their unique talents and perspectives (Harris, 1999; Cox & Blake, 1991; Thomas & Ely, 1996).

What is work place diversity

Workplace diversity is the process of developing an inclusive environment in which the different skills, cultural perspectives, and backgrounds of individuals are valued. A variety of characteristics, including age, ethnicity, gender, disability, language, religious beliefs, gender identity, intersex status, life stages, education, and sexual preferences are responsible for shaping the diverse perspectives of individuals (Commonwealth Ombudsman, 2015).

Diversity management is the systematic and designed obligation on the part of an organization, to recruits, select, reward, promotes and retains a diverse mix of employees at any particular point in time, with the aim of combining and utilizing the blend of the uniqueness of each culture. Workforce diversity management, as a concept has received greater attention than most management concept, to the extent that many organizations have taken it as a source of competitive advantage. The concept appears to be simple when we look at it as a theory, but it becomes complicated when we start the process of implementation. Many organizations place a high premium on workforce diversity management without a corresponding benefit in terms of the positive outcome of diversity management (Bushardt, Lambert, & Duhon, 2007). 

Why diversity wants to manage

The European Commission (2003) states that effectively implementing diversity policies contributes to the enhancement of human capital capacity by facilitating the exchange of knowledge among diverse individuals with varying cultural orientations. The primary benefits of diversity management are as follows: it makes it easier and faster for you to revise and reword your material!

• Diversity helps to boost employer-employee relationship in a cost-effective manner

• Diversity helps to build and develop effective customer relations.

• Diversity facilitates innovation, creativity and flexibility in the functioning of an organization.

• Diversity helps to stabilize sustainable organizational development and competitive advantage of an organization.

Any organization that is desirous of meeting up with the global competitive advantage need to accept diversity as an organizational formula and must fashion out ways of becoming an inclusive organization because diversity management is positively related to higher return on investment (SHRM, 1995). Cox, Lobel, and McLeod also posit that cultural diversity, when properly managed, can be synergistic and creative (as cited in Edewor, & Aluko, 2007).

Criticisms and Limitations of Managing Diversity

Many criticisms have been leveled against the concept of diversity management in spite of the numerous potential benefits arising there from. First and foremost, some authors claim that too much effort and attention is being given dueling only on the advantages that accrue to business organization instead of looking at the moral or ethical issues (Mullins, 2007).

According to the Chartered Management Institute CIPD (2005), the following are the disadvantages of diversity management:

 1. It may break the right to privacy of employees if it is not handled professionally

2. The cost implication is very high compared to the potential benefits

3. It may lead to tension on the part of the employees due to deep seated forms of prejudices.

A poorly handled diversity management may lead to organizational conflict and ill feeling by a segment of the workforce

Diversity as an asset

Working with a diverse workforce has several advantages. This makes you more appealing to candidates seeking different working environments and allows you to tap into a larger pool of talent and ideas based on the varied experiences and backgrounds employee.

·         Stimulate creativity and innovation to better serve diverse customers and better solve problems.

·         To create better corporate image

·         Create flexibility in the system

·         Creating a productive and happy workforce

·         Achieve improved profit margins

·         For the sake of justice and fairness to express 

 

Conclusion

A diverse workforce is one factor that characterizes a changing world and marketplace. Diverse task teams provide high value to the organization. By valuing individual behavior, the organization can provide greater benefits to employees by increasing efficiency and productivity. Fairaccess, that everyone has the opportunity to reap the benefits of managing diversity and a safety net should be created. Everyone should be made aware of all things including the tools, laws and regulations used to manage diversity. Many workplaces consist of different cultures, and organizations must to adapt to them successfully.

References

Bushardt, S. C., Lambert, J., & Duhon, D. L. (2007). Selecting A Better Carrot: Organizational learning, formal rewards and culture; A Behavioral Perspective. Journal of Organizational Culture, Communication and Conflict, 11(2), 67-79

Commonwealth Ombudsman, (2015). Annual report 2014-2015. Retrieved from https://www.ombudsman.gov.au/__data/assets/pdf_file/0020/36533/commonwealth_ombudsman_annual_re port_1415.pdf

CIPD (2005). Managing diversity: Linking theory and practice to business performance.

Harrisr, L., & Foster, C. (2010). Aligning talent management with approaches to equality and diversity: Challenges for UK public sector managers. Equality, Diversity and Inclusion: An International Journal, 29, 422–435.

Mullins, L. (2007). Management and organizational behavior. Harlow: Financial Times Prentice Hall.

Vesere, A. (2022). 13 Statistical Benefits of Diversity within the workplace - Equalture. [online] Equalture. Available at: https://www.equalture.com/blog/statistical-benefits-of-diversity-within-the-workplace/.