Diversity in the workplace is a concern of the human resource and is refers to the differences and similarities that define the people in a particular organization. In broad perspective it includes dimensions that supersede those stipulated legally and that pertain to affirmative action and laws that govern against discrimination. Diversity is mostly perceived to accommodate factors which encourage and build the different perspectives that various people bring to a company and they include aspects such as profession, education, parental status, ethnicity, race and geographical location. All these aspects have the ability to enrich the company with a pool of ideas and experience.Diversity as a concept should be able to include everybody in a particular company and appreciating diversity is one of the greatest points of start when tackling issues related to discrimination. For where diversity is frown upon discrimination will cherish.
In more ways than one, diversity initiatives work together with non-discrimatory programmes that may have been already stipulated either legally or via company bylaws to promote an environment within the organization that that embraces diversity. The essence of diversity is that people should be able to learn from one another that are different from them in terms of culture or social class, and in the process generate respect for one another. An organization should be able to create an environment that practices and encourages the aspect of learning from other and enjoying the benefits of having diverse groups working together for a common goal with each and every person adding value to the company. In this age of globalization and international trade diversity is becoming more and more complex but even in this perspective diversity still refers to the differences between people in an organization. This summary may sound easy and simple but diversity should include aspects such as race, gender, ethnic group, age, personality, cognitive, style, tenure, organizational function, education, background and much more. Diversity generally should also refer to how a person perceives themselves in relation to these factors and how other people judge their colleagues who are diverse with respect to these factors.
For a diverse work force to be able to effectively function in an organization, human resource management has to address effectively, issues such as communication, adaptability and change. Diversity will increase significantly as an organization grows and any successful organization should recognize the need for immediate action and be ready and willing to spend resources on managing diversity in the workplace. An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such the ability to adapt more effectively and efficiently.Organizations employing a diverse workforce have the capacity to supply a greater variety of solutions to problems in service, sourcing, and allocation of resources.
Employees from diverse backgrounds bring individual talents and experiences in generating ideas that are more flexible in adapting to market dynamics and employee demands and requirements. A diverse workforce that functions comfortably in an environment where varying opinions and views are encouraged have a much wider pool of ideas and experiences to draw from. This pool is able to supply the organization with relevant business strategies that the organization may need in meeting its business requirements and addressing customers’ needs more effectively. Companies that develop policies that encourage diversity give accord employees the ability to optimize their abilities. Thereby it becomes possible to carry out company strategies and eventually higher productivity, profit, and return on their investment. However it is also apparent that in the process of taking advantage of diversities within an organization various challenges have to met and possibly overcome.
The first barrier that needs to be overcome is the communication barriers presented by different languages and ways of expression. Lack of effective and understandable communication may lead to confusion which may impede efficiency of diversity programmes. Lack of effective communication may lead to situations instances of low morale and eminent apparent of teamwork. There will be also other employees who might be resistance to change and further frustrate the process of implementing diversity. For instance some employees will be cynical about working in cultural diverse conditions especially employees who assume that they are the best at performing a particular task. Implementation of diversity in the workplace can be the prevailing challenge to all diversity advocates.
Equipped with the results of employee consideration and research data, they must build and put into operation a personalized strategy to maximize the effects of diversity in the workplace for their particular organization.Successful Management of Diversity in the Workplace is another area that should be properly addressed. Diversity training alone is not sufficient for an organization’s diversity management plan. A strategy must be created and implemented to create a culture of diversity that allows for every department and function of the organization. Assessment of diversity in the workplace is a common for top companies; these companies make assessment and evaluation of their diversity a process that is an integral part of their management.
A customized employee satisfaction programme is able to effectively assess the accomplishments of a company in relation to efficiency and convenience in managing diversity. The results can the assist the management in establishing the type of challenges that may be faced by the organization and which organizational policies need to be removed or adjusted. Further assessment can therefore be conducted to determine whether the implementation of the diversity initiative has been successful. Furthermore the development of the already implemented diversity is important. The first step is to choose a survey provider that is able to implement a comprehensive report on the progress of the plan. The recommendations should be able to provide direction for further development of the plan.
The strategy must be understandable, attainable, measurable and cost effective. However it is important that an organization identifies the areas that need to be affected and the proposed timeline for these changes. An organization must decide what changes need to be made and a timeline for that change to be attained. Implementation of diversity in the workplace plan should be done in an orderly and sequential fashion to avoid confusion and animosity. The personal commitment of executive and managerial teams is a must.
Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization’s function and purpose. Attitudes toward diversity originate at the top and filter downward. Management cooperation and participation is required to create a culture conducive to the success of the organization’s plan.Recommended diversity in the workplace solutions include warding off change resistance with inclusion and involving employees that are working in an organization. Foster an attitude of openness in the organization. Encourage employees to express their ideas and opinions and attribute a sense of equal value to all.
Promote diversity in leadership positions. This practice provides visibility and realizes the benefits of diversity in the workplace. Utilize diversity training. – Use it as a tool to shape the diversity policy. Launch a customizable employee satisfaction survey that provides comprehensive reporting.
– Use the results to build and implement successful diversity in the workplace policies. As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. Evaluate the organization’s diversity policies and plan for the future, starting today (1).