This can hinder the effective sharing of knowledge, experience, skills, resulting in decreased productivity, team efficacy, and business growth. Organizations having employees who speak different languages can easily communicate with the customers and suppliers. These papers should be used with proper reference. In her Atlantic article on workplace diversity, Bourree Lam examines the counterintuitive idea that white male leaders are in a better position to promote diversity than female or minority leaders. This explains why some companies catering to international customers hire multilingual or bilingual customer service reps. Mentoring is another way to help resolve workplace diversity problems.
An inclusive work environment is simply good business. In relation to innovation and creativity, it has been argued in the literature that a diverse workforce can enhance this. Here are two examples of the challenges inherent in managing a diverse workforce: An American health insurance company hired employees from a variety of racial and ethnic backgrounds. So much so there is a devoted department looking after the matters related to human resources. You may have required your employees to undergo diversity training or have gone through it yourself to address diversity issues in your workplace. The company increased the number of women in its workforce to 37%, a 1% increase on the prior year and a step toward the company's goal of at least 40% women by 2020. The human resources manager questioned all of the women in the office.
Culturally diverse employees have different opinions, beliefs, norms, customs, values and traditions and when such workers are placed in a group setting to achieve an organisational goal with mutual effort and collaboration, these differences of views and beliefs have the potential to hinder the development of unity Martin, 2014. This can lead to unnecessary tension and can inhibit communication in the workplace. But today most workplaces are made up of diverse cultures, so organizations need to learn how to adjust to be successful by managing and utilizing the differences well and accordingly. In contrast, the American women reported no problems at all. There are also, however, a number of challenges for organisations in implementing the management of diversity effectively and in avoiding some of the identified disadvantages which can result in negative outcomes such as increased team conflict and reduced team cohesion. In contrast, the multi-cultural approach is based on the assumption that the differences between people are a source of strength for organisations and these differences need to be embraced and nurtured Stevens, Plaut and Sanchez-Burks, 2008. Jun also points out that a diverse workforce is a powerful asset to forward-thinking companies.
Performers in their area of expertise , are not able to contribute in relevant areas, cause they are holding themselves back. It has been suggested that organisations which are considered to be inclusive have a wider talent pool from which to recruit the most qualified and effective candidates thereby giving them competitive advantage over rivals Edwards, Watkins, and Stevens, 2007. She works to promote confidence in the company. In the 1950s, more than 60% of the American workforce consisted of white males. However, it has been claimed that with both of these approaches, organisations face real challenges in that neither approach will be welcomed by all staff. It provides a general definition for workplace diversity, discusses the benefits and challenges of managing diverse workplaces, and presents effective strategies for managing diverse workforces.
Although achieving diversity business success is the responsibility of all employees, long-term sustainability is achieved by holding management accountable for integrating diversity within all business functions, and by evaluating managers based on their ability to achieve diversity goals. Providing employee training and development Memos and team discussions clearly state that achieving diversity is the responsibility of all employees. Challenges in managing workplace diversity can stem from several reasons, such as taking the wrong approach to solving diversity issues. Increased competition Competition in the workplace is good as it can drive success and higher productivity. Having worked in hispanic marketing, I understand the need for understanding of diversity. What is already artistic can become even better. First, you have a company that is broadly representative of the population it serves, which is good for community relations.
Still, each organization should encourage diversity. The payoffs touch every area of the business by potentially resulting in increased creativity, increased productivity, new attitudes, new language skills, global understanding, new processes, and new solutions to difficult problems. On the other hand, if diversity is not well managed, it could lead to wastage of time and resources. There are millions of cases to be described in which the candidate for a position was unjustly denied because of being too young or too old for a position. An associate editor of The Institute, Monica Rozenfeld examines whether employee referral programs are responsible for a lack of workplace diversity in her article.
Furthermore, diversity in the workforce can deliver business advantage when dealing with diverse customer bases or international markets Podsiadlowski et al, 2003 , as organisations with diverse employees tend to have a better understanding of the requirements and obligations of the legal, political, social, economic, and cultural environments in which they operate Patrick and Kumar, 2012. A corporation may have surplus resources of various kinds such as materials, money, machines and market; however, if it fails to have well-motivated human resources, its success is at stake. In more subjective employee management and review systems, you run the risk of a disgruntled employee alleging he was mistreated based a legally protected trait. Businesses taking a strategic approach for Managing Diversity for Success will be in a position to gain a competitive advantage. This inhibits effective communication and collaboration and can lead to low morale in the workplace. Employers must develop strategies for implementation, analyze results and make necessary changes if results do not meet the established goals. Article Managing Diversity for Success By Elizabeth K.
Workers care more about whether or not their boss seems to value their ideas rather than if they are part of a group of all white males or an ethnically diverse workforce. They claim that in order to implement such an approach, organisations need to create environments that are considered to be more inclusive by all members of the workforce with the implementation of policies and practices that are framed as benefiting everyone and the use of language and communication that does not label different groups or single them out. This results in divisions where people prefer to work separately, prolonging the process of task or project completion. How can your employees help you reach new markets? Organizations should regularly review internal policies, especially those around harassment and equal opportunity, and make sure they reflect the most current laws and regulations. Original publication date June 2002. What is Diversity in the Workplace? They identify leadership at the middle management level as being particularly crucial given that it is most likely that it is individuals at this level who will be tasked with implementing in practice an organisation's diversity management policies and procedures, and be responsible for reinforcing the enactment of related diversity management practices in day to day work.
According to Tung and Baumann 2009 people from different ethnic groups and cultural backgrounds hold different values when it comes to areas such as pay, reward and incentives and therefore organisations cannot assume that individuals from different ethnic groups will react in the same way to monetary based performance systems or financial schemes. Some companies also offer sensitivity training online. This is an area that is relatively unexplored but may also present practical challenges for organisations. A leading provider of diversity and inclusion training tools and the top diversity calendar, Diversity Resources covers cultural diversity in the workplace in a series of articles. Diversity policies should be reviewed with every new hire, and when updates to policies are made, they should be shared with current employees as well. Increased adaptability In order to address problems of workplace diversity, an organization has to develop a variety of solutions, forcing them to adapt to a diverse workforce.
Sadly, the discrimination in the workplace still persists, even after years of working on abolishing and diminishing it. Social gatherings and business meetings, where every member must listen and have the chance to speak, are good ways to create dialogues. According to Michelle Simmons, General Manager, Southeast Asia New Markets, Microsoft Asia Pacific, Microsoft is and teachers to create opportunities for more than 1 million young men and women in Sri Lanka. In particular, they claim it can become particularly problematic for organisations when it is claimed that such outward body alterations are associated with religious beliefs. It's not black and white: Differential applicant reactions to targeted recruitment efforts.