By:
Joseph D. Corpuz
2018-12958
Abstract
Everyone and everything has their own
differences. Diversity is a reality created by individuals and groups from a
broad spectrum of demographic and philosophical differences. Though we may
share things in common with other individuals, at the end of the day, everyone
is their own person. Having unity in an organization seems to be more
beneficial than working in everyone’s differences. Diversity in the workplace
is vital for employees because it manifests itself in building a great
reputation for the company, leading to increased profitability and
opportunities for workers. Diversity is one of the best environments to
encourage employees to use their creativity to its full potential to a career.
There will likely be challenges to creating a more diverse work environment. Transitions
in the diversification of a workplace can be difficult but finding it’s worth
the effort and the investment and that the results are both morally and
financially rewarding.
Keywords: Diversity, Workplace,
differences, organization, diverse work environment,
Introduction
Diversity is present everywhere; in our
population, in the workforce, and in healthcare. Diversity is an important component
of business and workplace success that should be valued by all. Managing
diversity in the workplace involves the recruiting process, training and
supporting of individuals, as well as enabling a work environment to achieve
the full potential of its people. An organization’s success and competitiveness
often depend upon its ability to embrace diversity and realize its benefits. Organizations
should actively assess their handling of workplace diversity issues. Organizations
must work to overcome perceptual, cultural, and language barriers for their
diversity programs to succeed. Having unity in an organization seems to be more
beneficial than working in everyone’s differences. But diversity is unavoidable
and nothing’s all the same. Despite of the differences of everything in an
organization, there are still ways to be efficient on work thus, becoming
coordinated. Effective diversity processes should reach all employees, creating
a workplace culture that is inclusive regardless of similarities or differences.
Although developing and maintaining a diverse workplace environment may require
effort, there are many ways that we can model our workforce so that all
viewpoints are valued.
Diversity Defined.
Talk of diversity in the workplace is
nothing new, but as more individuals, organizations, and politicians speak
about feminism, immigration, gender identity, and the gender pay gap, it is
coming to the forefront of business news once again. According to Rock and
Grant (2016), the more diverse a workplace is, the more success it achieves,
and organizations are looking to learn more about how to increase diversity and
manage diversity.
According to Pantaleo (2018), the
concept of diversity encompasses acceptance and respect. It means understanding
that each individual is unique, and recognizing our individual differences.
These can be along the dimensions of race, ethnicity, gender, sexual
orientation, socio-economic status, age, physical abilities, religious beliefs,
political beliefs, or other ideologies. It is the exploration of these
differences in a safe, positive, and nurturing environment. It is about
understanding each other and moving beyond simple tolerance to embracing and
celebrating the rich dimensions of diversity contained within each individual.
The word “diversity”
can have so many meanings. Diversity in workplace means that the company
employs different varieties of employees. Diversity refers to both an obvious
fact of human life—namely, that there are many different kinds of people—and
the idea that this diversity drives cultural, economic, and social vitality and
innovation.
Diversity is a reality
created by individuals and groups from a broad spectrum of demographic and
philosophical differences. It is extremely important to support and protect
diversity because by valuing individuals and groups free from prejudice, and by
fostering a climate where equity and mutual respect are intrinsic. (Pantaleo, 2018)
"Diversity"
means more than just acknowledging and/or tolerating difference. Diversity is a
set of conscious practices that involve:
·
Understanding and
appreciating interdependence of humanity, cultures, and the natural
environment.
·
Practicing mutual
respect for qualities and experiences that are different from our own.
·
Understanding that diversity
includes not only ways of being but also ways of knowing;
·
Recognizing that
personal, cultural and institutionalized discrimination creates and sustains
privileges for some while creating and sustaining disadvantages for others;
·
Building alliances
across differences so that we can work together to eradicate all forms of
discrimination.
Diversity includes, therefore, knowing
how to relate to those qualities and conditions that are different from our own
and outside the groups to which we belong, yet are present in other individuals
and groups. These include but are not limited to age, ethnicity, class, gender,
physical abilities/qualities, race, sexual orientation, as well as religious
status, gender expression, educational background, geographical location,
income, marital status, parental status, and work experiences. We acknowledge
that categories of difference are not always fixed but also can be fluid, we
respect individual rights to self-identification, and we recognize that no one
culture is intrinsically superior to another. (Pantaleo, 2018)
Importance of Diversity in Workplace
According to Mayhew (2019), as workforce
demographics shift and global markets emerge, workplace diversity inches closer
to becoming a business necessity instead of a banner that companies wave to
show their commitment to embracing differences and change. Employees reap
tangible and intangible benefits from workplace benefits, not the least of
which include respect from co-workers and business gains.
Workplace diversity fosters mutual
respect among employees. Whether employees work in groups or teams comprised of
co-workers with varied work styles, disabilities or who represent different
cultures or generations, a synergistic work environment becomes the norm.
Although an idyllic atmosphere may be difficult to achieve as Mayhew said,
employees nevertheless recognize the many strengths and talents that diversity
brings to the workplace and they gain respect for their colleagues’
performance.
Also, Mayhew mentioned that many members
of the workforce have been marginalized due to racism, ageism and
discrimination against people with disabilities. Not only is this
discrimination unethical and illegal, it also has serious economic
consequences. When people are unable to find work, or are not able to earn a
wage that is consistent with their training and abilities, their standard of
living suffers and they become less financially secure. This not only has an
impact on individuals and their families but can also take its toll on the
community at large, as talents go unused and there is less money being
circulated in the local economy.
Diversity in the workplace is vital for
employees because it manifests itself in building a great reputation for the
company, leading to increased profitability and opportunities for workers.
Workplace diversity is important within the organization as well as outside.
Business reputations flourish when companies demonstrate their commitment to
diversity through aggressive outreach and recruiting efforts. (Mayhew, 2019)
According to Cheah (2019), employees
stand to experience more personal growth in an environment where they are
exposed to differences in culture, opinions and ideas. “The more you know, the
more you know you don’t know,” goes the Aristotelian saying. The following can
is also be said: The more you know, the better your capacity to test and refine
your own perspectives and opinions. Employers will have to improve their
ability to adapt to different circumstances in a diverse environment. They have
to work through differences in personality, culture and background. Underlying
ethno-centric notions may finally be brought to the fore and confronted as they
learn to work with different styles and cultures.
An organization known for its ethics,
fair employment practices and appreciation for diverse talent is better able to
attract a wider pool of qualified applicants. Other advantages include loyalty
from customers who choose to do business only with companies whose business
practices are socially responsible. (Mayhew 2019)
The importance of workplace diversity
cannot be overstated when it comes to an organization’s ability to reach
markets in foreign countries also said by Mayhew (2019). The appeal of global
markets creates two kinds of opportunities for employees: opportunities for
promotion and employee development. A global marketplace opens doors for
employees of different ages, physical and mental abilities, and ethnic
backgrounds to build global profit centers. Employees interested in learning
multinational business strategy and who are available for possible expatriate
assignments may also find new and challenging career opportunities.
A diverse workplace offers more than
exposure to employees from different cultures and backgrounds. Employees learn
from co-workers whose work styles vary and whose attitudes about work varies
from their own. This is particularly true for employees within
multigenerational work environments, as well as those who work in environments
that are accessible to those with disabilities.
Benefits of a Diverse Workplace
Though we may share things in common
with other individuals, according to Deering (2019), at the end of the day,
everyone is their own person and can bring different things to the table, which
is why diversity is so important among a team. By hiring people with different
personalities and at varied stages of their career, it can help to foster
creativity and offer a range of perspectives and ideas.
Individuals from diverse backgrounds can
offer a selection of different talents, skills, and experiences that may be of
benefit to the organization and their work performance. Though some crossover
of skills can be beneficial when it comes to assisting each other, it’s
important to hire people with the appropriate skills to fit each of the roles
within the company. A variety of skills and experiences among the team also
means that employees can learn from each other. Along with attracting top
talent, diversity will help you improve your company's culture and retain
current employees long-term. By encouraging diversity, you're allowing every
employee to feel comfortable being authentic. (Deering, 2019)
According to Gallagher (2019), diversified
workplaces have higher ratios of employee engagement. Since engaged employees
deliver a higher level of productivity, they’re more likely to have higher
tenures in your organization. During their tenure, they’re able to enhance
their professional skills. With increased corporate exposure, they are
competent enough to increase their client base, thus increasing the company’s
profitability as a whole.
A company who embraces diversity will
attract a wider range of candidates to their vacancies, as it will be viewed as
a more progressive organization and will appeal to individuals from all walks
of life said Deering (2019). Naturally, as the number of applicants for each
vacancy rises, the chances of finding an exceptional candidate increases too.
It can also help with employee retention, as people want to work in an
environment who are accepting of all backgrounds and promote equality.
According to Martic (2019), diversity in
the workplace ensures a variety of different perspectives. Since diversity in
the workplace means that employees will have different characteristics and backgrounds,
they are also more likely to have a variety of different skills and
experiences. Consequently, employees in a company with higher workplace
diversity will have access to a variety of different perspectives, which is
highly beneficial when it comes to planning and executing a business strategy.
Diversity creates and leads to higher innovation
rate. By working alongside people of different backgrounds, experiences and
working styles, creative concepts can be born from bouncing ideas off of each other
and offering feedback and suggestions. Whereas one person may be great at
generating exciting, out of the box ideas, another individual may have the
necessary experience to execute it; so it is essential to play on each
individual’s strengths and collaborate with others in the team. In a diverse workplace, employees are exposed
to multiple perspectives and worldviews. When these various perspectives
combine, they often come together in novel ways, opening doors to innovation. (Martic
&Deering, 2019)
According to Sling (2019), problem
solving is a major speed bump for most teams. Inefficient problem solving can
lead to delays in the workflow, ineffective solutions, and, ultimately, loss of
revenue. Why does this occur? Lack of diversity in the workplace. With a
homogenous (non-diverse) team, employees only have access to a limited range of
experiences and viewpoints. That can delay them from reaching the best
solution, or even prevent them from reaching a solution at all. But with a
heterogeneous (diverse) team, employees have access to a wide range of
experiences and viewpoint. They can draw on that knowledge and those life
experiences to create more diverse solutions in a shorter amount of time than
the homogenous team. And when you have more options right out of the gate, the
problem-solving process runs much smoother and much faster.
Companies with higher workplace
diversity solve problems faster said Martic (2019). Harvard Business Review
found diverse teams are able to solve problems faster than cognitively similar
people. Employees from diverse backgrounds have different experiences and
views, which is why they are able to will bring diverse solutions to the table.
Thus, the best solution can be chosen sooner, which leads to faster problem-solving.
According to Forsey (2018), it's critical you have diverse perspectives to
enable your team to brainstorm out-of-the-box solutions to complex problems, or
challenge each other's way of thinking. According to Martic (2019), when
employees with different background and perspectives come together, they come
up with more solutions, which leads to more informed and improved
decision-making process and results.
Diversity in workplace improves employee
performance. Employees are more likely to feel comfortable and happy in an
environment where inclusivity is a priority. Equality in the workplace is
important for encouraging workers from all backgrounds to feel confident in
their ability and achieve their best. The higher the team morale, the more
productive employees are. (Deering 2019)
According to Forsey (2018), diversity
can help you become a global leader. It's likely you already work with clients
or vendors from other countries. As your competitors scale up globally, it's
critical you're able to do the same. By having employees who speak other
languages or understand other cultures, you're more likely to succeed in the
global market. According to Deering (2019), language barriers and cultural
differences can often act as a bit of an obstacle for a company who want to
expand their business over shores; however, by hiring employees who speak
different languages it can make it possible for a company to work on a global
basis and interact with a broader client base. Representing a number of
nationalities within your company can also help to make it more relatable. You'll
need a diverse team of employees, with unique cultural backgrounds, to combat
foreign challenges and satisfy clients from other countries said Forsey (2018).
Issues, Challenges and Issues of Diversity
in the Workplace
According to Hood (2019), workforce
recruitment companies always battle diversity issues every day. While some
believe that diversity in the workplace is as simple as meeting the required
quotas for employee race and gender, it’s much, much more than that. However,
as the workplace becomes more diverse, more issues arise accordingly. HR
personnel and recruitment professionals need to be aware of the various
challenges associated with diversity so that it can be prevented and addressed.
A fundamental value that contributes to
a successfully diversified workplace is respect among workers and employees.
When there is a lack of acceptance of the diverse culture and beliefs among
employees, conflicts may arise. Sometimes, this conflict turns to animosity and
may even effectuate situations of violence. When employees accept the
differences between each other, it results in a sharing of ideas and effective
collaboration. Acceptance fosters mutual respect and prevents conflicts from
arising. Acceptance of individual differences is essential in creating a
copacetic and productive work environment. Acceptance leads to respect, and
ultimately opportunity. Diversity training will help employees understand,
accept, and respect each other’s differences. (Hood, 2019)
Hood (2019) also said that diversity in
cultural, spiritual, and political beliefs can sometimes pose a challenge in a
diverse workplace. Employees need to be reminded that they shouldn’t impose
their beliefs on others to prevent spats and disputes. Though one's personal
life should typically not affect their job performance, lifestyle acceptance is
sometimes an issue in the workplace. Unfortunately, even though many employers
now provide extended benefits to "alternative lifestyle partners,"
sometimes gay and lesbian workers experience disrespect and discrimination from
coworkers. Such behavior leads to an uncomfortable working atmosphere and poor
productivity. They also need to make sure to keep their ethnic and personal
beliefs independent of their work responsibilities and duties.
According to Dhuppar (2015), some
individuals harbor unfair prejudices against people of different colors,
cultures, ethnicity or religion than their own. Such prejudice should not be
tolerated in the workplace – much less anywhere – and should be dealt with in a
firm and prompt manner. Firm company policies and appropriate training help
build acceptance and respect among a well-diversified employee body. Cultural
sensitivities training and diversity awareness programs in the workplace can
help address this issue.
One the oldest and most common diversity
issues in the workplace is the "men vs. women" topic. Over the years,
a new element in the disputes over equal pay and opportunity is the transgender
employee. Some corporations have trouble dealing with the fact that a man in
women's clothing or a woman in the stages of "becoming a man" may
perform equally as well on the job done as those in traditional gender roles
said Renee (2019). According to Hood (2019), in the past, women were paid less
than men, but the Equal Pay Act has changed that. In recent years, there has
been an influx of women in the workplace. Employers need to prevent gender
discrimination and maintain equality regarding hiring, salary, opportunities,
and promotions.
Harassment can sometimes be an issue in
a diversified work environment, but should absolutely never be tolerated.
Recognizing harassment is key in preventing and eliminating discrimination from
the workplace. Even the slightest comment made in jest can be considered
harassment if any – even remotely vague – any racial, sexual or discriminatory
connotation is made. For example, "I love Asian women" or "We
should have hired a man." (Renee, 2019)
Renee (2019) added that even when no
prejudice exits among employees, a diversified workplace can bring about
certain communication issues. Hiring immigrants who speak little or no English
can reduce productivity by creating a communication barrier among team members.
Employing some form of communication training and hiring sufficiently bilingual
workers helps encourage and improve staff interaction. According to Hood
(2019), language and communication barriers are ever-present in companies with
a diverse workforce. This can lead to miscommunication and productivity loss. Language
training for non-native English speakers can often prevent this from happening.
Hiring multilingual or bilingual employees can also help bridge the gap.
According to Edge (2018), each year, new
workers are entering the workforce while others are retiring. Employees from other generations may
have difficulties adapting to changes in the workplace and the work culture
that the younger generation are bringing about. This denotes a huge shift in
the workforce, often resulting in showcasing key distinctions between the
different generations, as well as different perceptions among each group. According
to Hood (2019), in larger diversified corporations, staffs are often made up of
workers who range in age from teenagers to senior citizens. Inevitably,
generation gaps can become an issue and the age differences can trigger
"cliques" and separation of the company as a unit. Bridging the gap
between multiple generations of workers can sometimes become an issue for employers
attempting to establish teamwork. There may also be times that workers from
different generations may disagree with how things should be done. To maintain
teamwork and collaboration, create an open communication culture within your
organization to help bridge the gap between generations.
Workers who are mentally or physically
handicapped sometimes encounter discriminatory behavior from insensitive
coworkers. In some cases, employers innocently overlook handicapped workers’
needs, such as ramps or special needs equipment. Often, disabled employees have
a difficult time navigating through their workplace because proper
accommodations as simple as wheelchair ramps are not available. Some special
needs employees also have service dogs, and some office buildings don’t allow
them inside. Make arrangements for service dogs to be permitted in your place
of work. Creating a fair and comfortable work environment for disabled
employees is important in a diversified workplace (Renee, 2019). Have
procedures in place for people with physical or mental disabilities. Some
companies have a “quiet room” so that when employees start to feel anxious,
they can use that room to ease their anxiety. Be supportive to your disabled
employees and avoid discriminatory or derogatory remarks. Ensuring a fair and
comfortable work environment for employees with physical and mental
disabilities helps successfully create a more diverse workforce. (Hood, 2019)
Encourage Workplace Diversity
Diversity allows each team member to
focus on their strengths. If an employer can create diversity in the workplace,
then each worker will have their strengths complement those of everyone else on
the team. That means assignments can be handed out with greater specificity so
that the quality of the work improves. Supervisors aren’t forced to guess at
who might be the best option for an assignment because each person has a unique
skill that they bring to the table. Diversity in the workplace allows for
strengths and weaknesses to be spread out so that their effects are maximized
and minimized respectively. No matter what the requirements of a project might
be, there is someone who can step up to lead the team toward a successful
result. (Regoli, 2019)
According to Regoli (2019), diversity in
workplace increases the number of job opportunities for minority workers. Diversity
in the workplace looks at all population demographics when hiring for an open
position. That means employers have an opportunity to find the best possible
person for a job because they are not limited to a specific group of
individuals. This advantage makes it possible to have more women working in
society and promotes the hiring of minority groups. It applies at all levels of
employment, from the local small business to multinational firms.
According to Emma (2019), if everyone
acts and thinks alike, you’re likely to see the same-old, same-old when it
comes to approaches to products, distribution, marketing, management and sales.
However, when several people approach problems and challenges from varied
perspectives, you’ll discover more creative solutions. Research suggests that
diversity increases innovation and improves market growth.
Companies have access to more talent. When
diversity in the workplace is a top priority for an organization, then
supervisors and hiring managers can expand their applicant screening processes
to include more people. There are fewer restrictions on geographic location,
educational accomplishments, or previous work histories. The top priority in the
hiring process focuses on the talent and skills of the individual, and then how
that person could fit into the team. Instead of trying to hire the best
possible candidate from a group of applicants, diversity in the workplace
encourages managers to find the best person for the job. (Regoli, 2019)
Diversity in the workplace creates more
revenue-earning opportunities. The companies which focus on diversification are
the businesses which tend to see more sales and revenues because of their
efforts. Emphasizing multiple language fluency for a team can boost their
profits by 10% for every fluent language that is spoken (Regoli, 2019). Gender
diversity can help revenues grow by 40% in the first year of this effort. This
advantage can open new markets for the organization that can help profits to
start climbing as well without a significant increase in the work of the team. Diversity
in the workplace goes beyond skin color or gender. These benefits occur when
lifestyle differences, spiritual perspectives, and other unique life factors
are taken into account during the hiring process. You cannot exclude employees
from a job because of their differences, but you can look for people who can
fit into a specific role for you.
Diversity is one of the best
environments to encourage employees to use their creativity to its full
potential to a career because it offers numerous perspectives that can enhance
the brainstorming sessions. The biggest complainers about a lack of creative
energy in the modern workplace are those who limit the diversity of their teams
(Regoli, 2019). Having different perspectives can create conflict at times, but
the unique interpretation of life that each person brings is invaluable to the
employer and their team. The need to create change or embrace differences is
what leads to an environment that encourages innovation.
Diversity in the workplace exposes
societal bias. Bias is what destroys diversity in the workplace before it can
establish itself. Hiring managers tend to bring men on more than women, even if
the qualifications of each candidate are equal. During a study funded by
Harvard and Princeton, managers were given a set of applications and
qualifications, but they did not reveal the gender of each identity. During
this blind process, women were preferred over their male counterparts when
gender was not part of the hiring process. When everyone has a chance to work
if that’s what they want to do, then a secondary benefit of this advantage is
that it diversifies the wages and productivity of the economy. This process
reduces the amount of risk communities face if an unexpected recession were to
occur. (Regoli, 2019)
Customers are attracted to diversity in
the workplace. Over forty percent of employees say that their company has the
right amount of diversity or that their teams should try to become more unique.
Although it can be challenging to share a workplace environment with someone
who is uniquely different, the advantages typically outweigh the problems which
can develop over time. When everyone comes from the same perspective, then the
daily routine becomes dull (Regoli, 2019). Going to work becomes a boring
experience. People can even lose their passion for what they do because there
is a lack of diversity present on their team. There are immediate benefits to
consider when hiring managers make diversity a top priority. It can lower the
levels of burnout which are present in the workplace, improve the quality of
each project, and boost the levels of community exposure that are present.
Productivity levels improve because of
diversity in the workplace. Even when a team doesn’t like the idea of being
diverse, their productivity levels can rise by more than Thirty percent. When
people have co-workers who are different from them, then there is an increase
in the sensitivity levels that are present in the workplace (Regoli, 2019).
People start to look for ways to find common ground. There is more time given
to each team member to share ideas, and a higher emphasis on hiring women
occurs. The fastest way for an employer to encourage a higher level of
productivity is to add diversity throughout their organization. Even when there
are moments where the work levels decline, the overall benefit never
disappears.
Disadvantages of Diversity in Workplace
If your company is just beginning to
recognize the potential of diversification, there will likely be challenges to
creating a more diverse work environment. Old ways of thinking and entrenched
prejudices may hinder your efforts and create tension and conflict (Emma, 2019).
Additionally, as cultures collide, there may be misinterpretations of meanings.
What’s funny to one culture may be considered disrespectful to another.
Management needs to buy in and educate employees across the board if workplace
diversity is to have its first measure of success.
Hiring managers focus on leadership
qualities too often. Diversity in the workplace seeks out experts who excel in
their chosen career, job function, and team environment. The goal is to create
a series of strengths that allows everyone to grow over time (Regoli, 2019).
These are all advantages, but it can become a problem if hiring managers are
bringing in people who all want to be in charge. Competition can be healthy,
but it can also be dangerous when it spirals out of control. When the goal is
to promote the individual instead of the team, then a diversity initiative
fails. You must go beyond what you see to create a team that complements one
another. That means there must be leaders, people who are content with their
current position, and individuals who come to work because of their passion.
There must be emotional diversity too.
Depending on how long you’ve been in
business, you may have already learned a great deal about accommodations in the
workplace. Just as the employees with Disabilities Act brought significant
changes to some businesses at a financial cost, so will diversity require some
flexibility (Emma, 2019). For example, if you have employees who are practicing
Muslims, you’ll need to give them time and space for daily prayer. Transgender
employees may need their own bathrooms. As your employees become more diverse,
you may face associated costs that you hadn’t considered. Although the
transition to a diverse workplace can be difficult, employers across the
country and the globe are making moves to diversify. They’re finding it’s worth
the effort and the investment and that the results are both morally and
financially rewarding.
Managing Diversity in the Workplace
Managing diversity in the workplace is a
critical skill for leaders to hone as companies spend significant time, energy,
and resources driving workplace diversity and inclusion. Even so, many leaders
talk the talk when it comes to diversity and inclusion, but too few walk the
walk. This is because knowing that you need a diverse workforce is not the same
as understanding how to manage diversity. According to Blakemore (2018), the
biggest mistake managers make is applying the same management style for each
person on their team. This results in poor management, which can have a
negative impact on a company, from low morale to high turnover--the exact
opposite of what a dynamic, well-managed diverse workforce can deliver.
According to Ortiz (2019), you
cannot be averse to diversity at the hiring stage and then expect the same
thing you shun to work for you later on – that would be absurd. The inroads
into the organization for any aspiring employee should reflect what the organization
is trying to achieve in terms of diversity. Let your employees resemble the
country or community your company is based in as much as possible. This can
only be possible by ensuring your recruitment policies encourage and embrace
diversity. To hire for diversity, you will need to overcome bias in the
assessment and interviewing process. This can only be achieved by creating a
diverse interview panel that will ensure that the candidate selection process
is free of prejudices and biases and that candidates are strictly selected
based on merit. Fair recruitment is crucial if diversity will be managed
successfully later on.
Everyone is driven differently. Connect
with your employees and find out what motivates them. People like to be heard
and understood. Making the effort to inquire about them personally and see what
they are passionate about may uncover their motivating lever. When you
understand what works, you can engage each team member by providing them the
information they need, the way they need to receive it (Blakemore, 2018). Ensure
that all employees understand your policies, procedures, safety rules, and
other important information. Work to overcome language and cultural barriers.
Have key materials, such as safety information, translated when possible. Use
pictures and symbols on warning signs so that everybody can understand (Kilbourne,
2010).
Set your team up for success by clearly
identifying company and department goals. Communicate what is expected of them
to deliver on those goals--and then let them creatively collaborate around how
to achieve them. Take advantage of the different viewpoints you have on your
team, creating opportunities for people to express ideas and provide feedback
(Blakemore, 2018). According to Ortiz (2019), it’s only through interactions
with one another can diverse groups of people really understand, appreciate and
respect the differences that exist among them. Encourage your employees to
collaborate with colleagues who are “different” from them.One way of
implementing this is by creating work groups that reflect the diversity that exists
in the workplace. This will not only help your employees know and value each
other as individuals but will also expand the views and experiences of team
members helping them appreciate the strength of their combined perspectives and
talents.
Conclusion
From our discussion, we can conclude
that diversity is very beneficial to and individual or an employee, but also to
the whole workplace itself. Workplace diversity fosters mutual respect among
employees. Working on everyone’s differences requires time and effort. Diversity
provides more options, thus giving more opportunities, better outputs. Not only
diversity is beneficial to an organizations outputs but also to the well-being
of the members. Diversity allows members of an organization to assess their
weakness and strengths thus having an advantage for competitive growth. Workplace
diversity is important within the organization as well as outside. A diverse
workplace offers more than exposure to employees from different cultures and
backgrounds. Everyone is their own person and can bring different things, which
is why diversity is so important among a workplace. Individuals from diverse
backgrounds can offer a selection of different talents, skills, and experiences
that may be of benefit to the organization and their work performance. Diversified
workplaces have higher ratios of employee engagement and performance. Companies
with higher workplace diversity solve problems faster. Diversity is one of the
best environments to encourage employees to use their creativity to its full
potential to a career because it offers numerous perspectives that can enhance
the brainstorming sessions. There will likely be challenges to creating a more
diverse work environment. Competition can be healthy, but it can also be
dangerous when it spirals out of control. Managing diversity in the workplace
is a critical skill for leaders. Transitions in the diversification of a
workplace can be difficult but finding it’s worth the effort and the investment
and that the results are both morally and financially rewarding.
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Articles on Diversity in the Workplace: Valuable Insights on the Challenges,
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