Critically Appraising the Business Case for Diversity - Essay Example

Critically Appraising the Business Case for Diversity Business case theorists have insisted that the minorities in the world should avoid certain companies. They argue that the mangers should analyse the company for cost and benefits before they can decide whether they should employ diverse communities. If the costs that are attributed to the effectiveness of making the diverse communities settle and be comfortable in a company outlay the benefits, then the company should do away with the policy exclusively. (Noon, 2007) This should not be that case. I totally disagree with the terms of the business case. In my opinion, I believe that the managers of different companies should strive to adopt strategies that will encompass and will embrace individuals from different sectors because by doing so, the company will broaden its base when it comes to market share due to the knowledge of the company and its products by different groups and diverse communities. (Greene, 2005) Managers should strive to fight off the fears that come with the policy of multiculturalism and should instead embrace the fact that the world is evolving and that no matter how diverse different communities are; we are all one and are united. Those managers who choose to go by the business case approach have no idea about the benefits that can be brought about by diversity. To enlightenment this point, diversity is discussed below. (Kirton, 2008) Diversity Managers are involved in many functions of an organization. These managerial functions are Controlling, Staffing, Planning, Directing and Organizing. With these functions, comes ethical responsibilities since the managers have to come up with clear expectations on how the employee should behave for the overall accountability, decision making and goal reaching in the organization. (Fielden, 2003) Consequently, organizations are impacted upon by laws and regulations of the area and country in which they are situated. Going against those laws leads to lawsuits and penalties. The linchpin to employee productivity according to a resent survey is employee engagement and ethical behaviour. These two aspects are built by the overall organizational culture. (Cummins, 1996) In general, managers deal with four main areas of an organization. These areas are employment, performance evaluation, restraint and termination of employment. These four areas influence the ethical issues in an organization because they deal with sincerity, justice and individual decorum. One of the major ethical issues that arise from the functions of a manager is diversity. (Pringle, 2006) Diversity means being different and unique in aspects that encompass race, customs, masculinity and femininity, sexuality, age, socio-economic status, physical abilities and inabilities, religion and political beliefs. It is an ethical issue because the manager ought to have the ability to look at these differences in a secure, optimistic and cultivating manner; being able to endure, embrace and commemorate the affluence in the diverse dimensions. They should also be in a position to help other employees embrace the concept of diversity. (Kirton, 2008) As a result of diversity, companies are faced with numerous issues and among them is the issue of harassment. The term harassment does not only mean sexual harassment. It is a broad term that encompasses all types of prejudice and behaviour considered as irksome, intimidating and distractive. It could be in the form of language, actions and menace and or negative remarks based on a person's diversity. (Cummins, 1996) Harassment can be of different categories not only sexual as most people would assume. However, sexual harassment is the most common type of harassment. Below are the types of harassment: Sexual Harassment, Race, Religion, National Origin harassment, Age harassment, Disability Status harassment, Sexual Orientation and Marital Status harassment, Gender Identification harassment, Political Beliefs harassment, Criminal History harassment, Occupation or Sources of Income harassment, Citizenship harassment, Status Heritage harassment, and Smokers and Non-smokers harassment. (Kirton, 2009)Being the most common, sexual harassment is explained below: Sexual harassment can be defined as apathetic sexual advances, language, actions and menace and or negative remarks that are sexual in nature. Sexual harassment not only involves individuals of different sexes but also those odious behaviours from the same sex. The following are groups as sexual harassment: Unwilling sexual advances; job benefits traded for sexual favours; revenge after repudiation of sexual advances; visual conducts that are sexually suggestive; verbal conduct, advances, jokes, and comments that are sexual, including letters, notes and invitations that are obscene in nature; bodily conduct that includes illative touching, assaulting, or any other suggestive body language against someone's will. (Ozbilgin, 2002) Example of Dilemma related to Diversity: Erastus and Company is a Christian-Based organization that often employs individuals who practice the Christian faith. During a recruitment process, they hired Mohammed a Muslim who had exemplary qualities and skills for the specific job position. Being the only Muslim, Mohammed would hang pictures and posters of his god in the office where he worked with other Christian colleagues. It was disturbing to all in the office who kindly requested him to bring them down. Mohammed did not heed to this request and his colleagues decided to inform their supervisor. (Ogbonna, 2001) The supervisor talked to Mohammed who said that being the only Muslim, he feels left out and that is the reason why he had put up the poster. He was stubborn and he insisted that it was a violation of the freedom of Worship and religion for the supervisor to tell him to bring down the poster. The supervisor was faced with a dilemma since he did not want to violate the Civil Rights Act that prohibited religion based harassment but still felt that Mohamed was harassing his colleagues. As much as diversity should be recognized, imposing individual beliefs on others is unethical, so the supervisor requested him to bring it down which he ignored. His hostility and this kind of behaviour will most definitely affect the performance of his colleagues. Mohamed was then issued with a warning letter and he decided to quit. (Noon, 2007) Managing the Organisation Multi-Culturally Multiculturalism means the reception of diversity for reasons that are realistic. It is the recognition that individuals are different and unique in aspects that encompass race, customs, masculinity and femininity, sexuality, age, socio-economic status, physical abilities and inabilities, religion and political beliefs. It is the ability to look at these differences in a secure, optimistic and cultivating manner and being able to endure, embrace and commemorate the affluence in the diverse dimensions. (Manning, 1999) Multiculturalism is mainly practiced in the organizational level where no particular culture is practiced but rather all cultures are intertwined into one and equity is practiced. The practice of Multiculturalism is intended for the endorsement of unity and enhances the celebrations that come with being distinct. Supporters of Multiculturalism argue that the practice of the policy brings about true expressions of who people are and societies that practice Multiculturalism are more broadminded when it comes to matters of diversity. (Kirton, 2008) Conclusion To conclude, diversity is a concept that is difficult to manage especially in an organisational setting. It brings with itself dilemmas in the company since people have different beliefs, different skin colours, they are of different religions and they believe in different dress codes among other diversities. No matter how difficult it might seem to embrace diversity and instead decide to fall back into the concepts of the Business Case, diversity should always prevail. This is because if properly managed, diversity can result into employee engagement. It is easy to draw a clear cut line on the effects that employee engagement has on the overall productivity of a company. Engaged employees often lead to improved productivity of an organization. This is because they are zealous and passionate, they are connected to the company and they have a self drive. They are also inventive and eager to go the extra mile for the company. These are the results that can be reaped by a company that has embraced multiculturalism as a principle in the company. Multiculturalism leads to innovation in the company since different people from different backgrounds come up with different ideas and concepts that boost the company. It is important that a company embraces diversity since through this policy; organisations that have been able to manage it have reaped benefits that will be experienced for years. Reference: Baruth, L., and Manning, M. (1999): Multicultural Counselling and Psychotherapy: A Lifespan Perspective: Upper Saddle River: Prentice Hall. Cummins, J. (1996): Negotiating Identities: Education for Empowerment in a Diverse Society: Ontario: C.A.B.E Davidson, M and Fielden, S (2003): Individual Diversity and Psychology in Organizations: John Wiley. Greene, A. M and G Kirton (2009): Diversity Management in the UK: Organizational and Stakeholder Experiences. London, Routledge Kirton, G (2008): Managing Multi-culturally in Organizations in a Diverse Society, in Clegg and C. Cooper (editions): The Sage Handbook of Organizational Behaviour, Sage: 309-322. Kirton, G & Greene, (2nd edition) (2005): The Dynamics of Managing Diversity, Butterworth Heinemann. Konrad, A., P Prasad and J Pringle (2006): Handbook of Workplace Diversity: Sage Publishers. Noon, M (2007): The Fatal Flaws of Diversity and the Business Case for Ethnic Minorities: Work, Employment and Society 21(4): 773-784. Noon, M and Ogbonna, E (2001): Equality, Diversity and Disadvantage in Employment, Palgrave Publishers. Ozbilgin, M (edition) (2002): Theory and Scholarship in Equality and Diversity Research, Edward Elgar. Read More