Work place diversity - Research Paper Example

? Work Place Diversity More than ever before, the rising globalization in the world calls for more relations among individuals from different backgrounds, beliefs, and cultures. Today, individuals are part of a global economy, and competition is hailing from almost every continent – individuals do not work and live in a narrow-minded marketplace any longer. Consequently, to become more open to change and innovative, all organizations require diversity. Capitalizing and maximizing on diversity in the workplace has become a significant subject for today’s management (Kelli, et al., 2012). This paper delves into workplace diversity, its importance in creating a productive and healthy work environment, as well as policies and actions for improving the situation. Introduction Workplace diversity is an issue concerning people, which concentrates on the similarities and variations that individuals bring to their place of work. Esty and co-authors (1995) define diversity as recognizing, appreciating, valuing, accepting, and celebrating disparities among individuals with regard to gender, ethnicity, age, mental and physical ability, class, sexual orientation, race, public assistance status, and spiritual practice. Apparently, the broad definition of workplace diversity goes beyond those aspects that are legally stated in affirmative action non-discrimination as well as equal opportunity bills. The interpretation of diversity normally incorporates aspects that affect the perspectives and identities that individuals bring for instance geographic location education, profession, and parental status. Diversity as a concept is deemed to include everybody. More often than not, diversity initiatives match non-discrimination conformity programs through the formation of the organizational culture and workplace environment for making disparities work. Diversity is all about the creation of workplace practices and environments that promote learning from other people and capturing the benefit of varied perspectives, it is about respect and dignity for all, and about learning from other individuals who are not the same (Woods, Bormann & Joseph, 2010). Benefits of Diversity in the Workplace Workplace diversity is not only beneficial to employers but it is also beneficial to associates. Even though workplace associates are co-dependent, respecting differences among persons can boost productivity. Workplace diversity places an organization at a competitive advantage in several ways. To start with, it ensures the retention of business. Esty and co-authors (1995) explain that a good number of organizations tend to be keen on the demographics of institutions/companies with which they do business. Municipal governments and federal agencies particularly have taken the lead in declining prospective clients and suppliers who fail to demonstrate a clear commitment to diversity. A good example is one of the Midwestern cities that declined to purchase computer equipment from a high-tech company whose entire sales team was white. Workplace diversity also brings about increased productivity. As Mor (2006) explains, this is attributable to job satisfaction, which is true in the sense that in such a work place, people feel valued, respected and included, which helps them to stop acting like outsiders thus making productivity go up. Another competitive advantage of well-managed workplace diversity is increased marketing capabilities. A group of diverse employees is capable of providing insight into the establishment of a wide range of customers. Attracting new customers makes a critical difference between going out of business and survival of a business. Moreover, as markets become more and more differentiated, smaller market segments are imperative (Esty, et al., 1995). A diverse workplace also builds the largest possible pool of talent for recruitment. This is more important especially with the present-time’s increased competition that calls for every organization to hire energetic and smart individuals in order to have access to the largest possible talent pool (Mor, 2006). Actually, any company that clings on to the “old-boyism” where white males primarily hold every top position may be greatly disadvantaged as it may, at the very least, find that women and people of color who comprise a high proportion of the talented candidates choose other organizations. Better still; a company with well-maintained workplace diversity becomes an employer of choice since word spreads so fast about companies that are best for people of color, women, people with disabilities, and for gays among others. This is also true for companies that are known to be tough workplaces for women, mothers, and blacks among other employee categories. A good example is a company offering mothers or parents much flexibility with regard to work arrangements as well as generosity in parental leaves (Esty, et al., 1995). Companies with a diverse workforce also minimize lawsuits relating to hostile workplace environment. This is by complying with the 1993 EEOC hostile environment standard to workplace bias on the basis of age, color, race, natural origin, religion or disability. This saves them large amounts of funds that lawsuits cost, not to mention time and energy (Esty, et al., 1995). Paludi (2012) points out other benefits of having a diverse workforce including better morale, heightened creativity, profitability, productivity and overall competitiveness; increased range of available information, abilities, knowledge and skills, and improved decision making and managerial effectiveness. Diversity brings about more celebrations like birthday parties, less hazing, sarcasm and violence, and makes the ambience livelier. Settings where people emanate from an array of backgrounds fosters creativity, which is evident in organizations with well-managed diversity as they are typically very successful in finding solutions to long-standing problems. Moreover, better decisions are made in a “groupthink” where decision-makers are diverse, hence diversity in perspectives (Janis, 1972). Challenges of Diversity in the Workplace It is important to note that the management of workforce diversity goes beyond just the acknowledgement of the differences in individuals. There are challenges that come with its management. Creating a diverse work population calls for the recognition of the value of disparities, the promotion of inclusiveness, as well as battling discrimination. Administrators may also be confronted with losses in work and personnel output owing to discrimination and prejudice as well as criticisms and lawsuits against the company (Devoe, 1999). Esty and co-authors (1995) add that other barriers to organizational diversity include negative behaviors and attitudes (e.g. discrimination, stereotyping, and prejudice) since they can damage productivity, destroy morale as well as working relationships. Managers should avoid these during retention, hiring, and termination of employees since they can end up costing their companies dearly. Policies and actions for workplace diversity There have been global legislative trends that ban discrimination against different groups in the workforce. Emloyers have been required to see to it that they set up policies ensuring fair treatment for all employers. In fact, in some countries, there are policies that have introduced policies that demand the compensation of population groups that face discrimination in the workplace. Managers are required to provide a competitive advantage to designated groups of applicants for instance, ethnic and racial minorities, and women by actively recruiting them for open positions. In some cases, companies that lack diversity have faced dire consequences such as intergroup conflicts among their workers, they may miss chances of creating alliances with business organizations, they may limit their access to potentially talented workers, and they may face government sanctions or lawsuits leading to serious damage to their public image, earnings, as well as access to investment (Mor, 2006). Conclusion As discussed in this paper, workforce diversity is crucial in every successful organization. Managers should be aware of the fact that the workplace environment is changing and diversifying and they should seek to acquire managerial expertise that is required in a diverse workplace. They also need to know how to make their companies totally inclusive since diversity yields greater competitive advantages and productivity. The government should also play an active role of ensuring diversity in the workplace. References Devoe, Deborah. (1999). Managing a Diverse Workforce. San Mateo, CA: InfoWorld Media Group. Esty, et al. (1995). Workplace Diversity. A Managers Guide to Solving Problems and Turning Diversity into a Competitive Advantage. Avon, MA: Adams Media Corporation. Janis, I. (1972). Victims of Groupthink: A Psychology of Foreign Policy Decisions and Fiascos, Boston: Houghton Mifflin. Kelli A. G. et al. (2012). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from http://edis.ifas.ufl.edu/hr022 Mor, B. M. E. (2006). Managing diversity: Toward a globally inclusive workplace. Thousand Oaks, Calif. [u.a.: Sage. Paludi, M. A. (2012). Managing Diversity in Today's Workplace: Strategies for Employees and Employers. Santa Barbara, Calif: ABC-CLIO. Woods, S., Bormann, T. and Joseph, D. S. (2010). Workplace Diversity. Retrieved from http://www.ilr.cornell.edu/library/research/subjectguides/workplacediversity.html Read More