Diversity in the Workplace - Coursework Example

Apparently, diversity and inclusion are essential components of a company’s success in the contemporary dynamic corporate world. It enables a company to draw unsurpassed talents notwithstanding the personal demographics. However, the inclusion of diverse gender groups, sexual identity, and ethnic and religious groups in the workplace may generate discomfiture in some employees thus making it essential for employers to initiate training sessions on building team dynamics, diversity, and link diversity to the enterprise’s victory.

My previous employer Bidco Limited ostensibly understood the significance of diversity and inclusion and undertook several strategies to endorse it. The company embraced diversity in the selection and recruitment process. All applicants were screened notwithstanding their physical ability, education, religion, race, age, or cultural background (Erickson 01). All employees were treated equally during promotions and in the awarding of other fringe benefits. Moreover, the company had non-punitive policies that dealt with conflicts arising from employees with different backgrounds and points of view. Exclusive discriminatory groups were highly outlawed and the management momentously discouraged employees from forming such groups (Gröschl 68).

Moreover, the company initiated an all-inclusive and wide-ranging employee-training program for its community and corporate employees. The program was named “Successful Community Living”. All employees were subjected to this program that promoted civility, respect, and understanding among the employees and with the external community. Through the program, employees enthusiastically embraced and celebrated the presence of LGBT, albinos, physically challenged persons, and blacks in the organizational structure (Erickson 01). The program immensely contributed to the creation of a respectful, diversified but integrated workforce that ominously improved employees' morale and consequently boosted the productivity and profitability of the organization. The company further augmented the training program by forming a “Diversity and Inclusion Council” that developed and implemented strategies that promoted the organization’s objectives in 4 major sections; residents, employees, CSR (corporate social responsibility), and marketplace initiatives. Members of the council are drawn from different heritages and were skilled in different aspects. Both the top and junior managers supported the council to guarantee its triumph. 

Holding combined dines was another approach that the organization used to create a feeling of inclusion among the employees. The dines were regularly held with menus that catered to the needs of all employees. By attending the lunch, employees felt belonging to the company and became proud of their jobs. Employees were also involved in corporate governance by involving them in making vital decisions, a factor that imperatively helped them to contribute to the leadership and effective success of the company.

These strategies enabled the organization to attract a large pool of qualified employees who felt motivated. Moreover, the company reduced operational expenses by plummeting the turnover rate since employees enthusiastically retained their jobs. Evidently, embracing diversity is a major way of motivating employees and efficaciously improves the organization's productivity. Within a year of embracing diversity and inclusion, the company increased its productivity by 36% and the management became so alacritous to continue upholding diversity (Gröschl 128).  All companies should embrace diversity since it leads to the creation of employees who feel included, appreciated, and motivated, factors that are quite essential in maintaining the dynamics of the corporate world. Besides, organizations can use diversity to attain a competitive advantage.