DIVERSITY IN THE WORKPLACE 6
Diversityin the Workplace
Whatare some ways diversity skills contribute positively to organizationsand organizational goals?
Theability to manage diversity in any organization has various positiveimpacts on the performance of the firm. To begin with, diversityincreases an organization’s market share and enhances the customerrelations for the firm. Customers prefer to buy from people of theirkind. They will therefore look for a firm that will have people whoare like them so as to trade with. In this light, a firm thatmaintains a well diversified taskforce will attract a large number ofcustomers as they will feel at ease while buying from people of theirkind. The market share consequently increases and the converse isalso true.
Propermanagement of diversity also enhance the relationship between thefirm and it employees and hence reduces the cost of labor. Employerswho effectively manage diversity attract and retain a large pool ofskills and talents from employees as employees are drawn towards suchorganizations that are considerate of diversity issues. Suchemployers avoid costs in recruitment, labor turnover, lawsuits owingto discrimination, and petty issues such as absenteeism. Diversityalso enhances the performance of the workforce hence facilitatinginnovation and creativity. There is general effectiveness of anorganization’s activities as management of diversity improvesteamwork, problem solving and decision-making processes. This isbecause individual employees are allocated to teams where theircollectively apply diverse techniques and approaches to variousproblems.
Doyou feel that diversity is overvalued or undervalued in today`sworkforce?
Diversityas a concept in management was developed in the 1980s as a philosophyin America. The concept was first introduced by the Workforce2000 asa report that addressed the changes that had arisen in the labormarket demographics. Later in the 1990s, the concept gained momentumas it was implemented in the UK. Ever since, the concept has becomean integral part of management as emancipation of a manager in thefield yields better results from the taskforce.
Theeconomic and social conditions have accelerated the rate in whichdiversity has been incorporated as an issue in human resourcemanagement (Harvey & Allard, 2009). Diversity in management ofhuman resources has become a requisite and not only a choice oroption for manager to adopt. For any workforce strategy to excel,diversity has to be a major consideration considering the prevalentcutthroat competition. The aspirations and expectations of thesociety are dynamic in nature and, therefore, an organization oughtto be conscious of the changes so as to sustain a stable performance.
Inthe contemporary corporate world, the external environmentalcomponents of an organization are building enough pressure to keepthe organization, in context, in check. The pressure has madediversity an important aspect for consideration for any manager whowishes to excel and be ahead of competition.
Postof summary of at least 200 words of important concepts, processes,and topics below.
Recognize the dimensions of diversity.
Fromthe definition of diversity, there begs the question as to whichfactors are usually at play when one talks about diversity (Schaefer,2012). However, sociologists have identified the major determinantsof the diversity of a people from others. Historically, diversity hadbeen based on physical differences such as sex and race. However,recent developments have introduced other dimensions from whichdiversity can be viewed. They include age, ethnicity, religion,sexual orientation and people’s abilities and disabilities(Schaefer, 2012).
1.2 Differentiate the concept of inclusion from the concept of diversity.
Inclusionis merely the practice of bringing people into the company for thesole purpose of fulfilling legislation regarding diversity. On theother hand diversity is the inclusion of people of differentbackgrounds and appreciating their differences.
1.3 Describe diversity and inclusion in the workplace.
Diversityhas provedto be importantduring educationandpracticesof learntprocedures.Therefore,diversityin termsof genderis necessarysince theemployees can cometo theaidof a collegewhofindsitdifficultto understanda particularclientin acertaingendercategory(Kennedy& Fontaine, 2008). Diversityin anorganizationaddressestheissuesof workforce shortage,improvingeducationexperiencesandmeetingtheneedsof a changingpopulation(Kennedy& Fontaine, 2008). However,thoughdiversityplaysa vitalrole,there are barriersto effectivediversityin anyorganization.Themajorbarriersincludeculturalandlinguisticbarriers,financialbarriers,lackof supportespeciallyin recruitment andretentionfrom institutional. Diversityin theworkplace posesa threatof discriminationthat may leadto under-representation (Kennedy& Fontaine, 2008). Researchthat havebeenconductedrevealsthat,problemsof inequalityin educationopportunity,as wellas practicing opportunitiesforminoritygroups,manifestedby under-representation, prevailsin anorganization.Ademonstrativeexampleis discriminationbased on gendergrounds(Kouta& Kaite, 2009).Genderdiscriminationisdescribedas exclusion,restrictionordistinctionbased on sociallyconstructedgenderrolesandnorms.Therestrictions,exclusionsordistinctionspreventan individualfrom experiencingfullexploitation of self-potential. Diversityleadsto unequaleducationandcareeradvancementdueto gender-based discrimination.
Harvey,C. P., & Allard, M. J. (2009).Understandingand Managing Diversity: Readings, Cases, and Exercises(4th ed.). Upper Saddle River, NJ: Pearson.
Kennedy,H., Fisher, L., Fontaine, D., & Martin-Holland, J. (2008).Evaluating diversity in nursing education: A mixed methodstudy. Journalof Transcultural Nursing, 19,363 – 370.
Kouta.C & Kaite C.P.,(2010) "Gender discrimination and nursing: Aliterature review," Journalof Professional Nursing, 27 (2010), 59–63
Schaefer,R. T. (2012). Racialand Ethnic Groups(13th ed.). Upper Saddle River, NJ: Pearson.