Diversity in the Work Place - Research Paper Example

 Diversity in the Work Place Table of Contents Work Place Diversity 2 Challenges in the workplace diversity 2 IBM 3 IBM: Views Regarding Workplace Diversity 3 IBM Diversity Strategy 4 Advantages of the diversity strategy of IBM 5 Recommendations 5 References 8 Work Place Diversity Workplace diversity deals with the acknowledgement of differences and adaptation of work practices for the establishment of an inclusive environment where diversified skills and perspectives would be valued (Barak, 2010). It deals with the understanding of individual differences within the people with whom the organizations work and utilizing these perspectives and ideas for the enhancement of the quality as well as the outcome of work (Burke & Friedman, 2011). The diversity has been shaped by variety of characteristics including age, gender, ethnicity, language, disability, religious beliefs, education, personality, orientation and marital status. The workplace diversity is developed based on the principles of EEO (Equal Employment Opportunity). It focuses on ensuring the fact that all the employees should have an equal access to the employment opportunities and conditions. Diversity means acceptance and valuing of these differences which are inherent in each and every individual and recognition of the contribution where a diverse workforce will enhance the performance and effectiveness of the organizations. The key aspect of such workplace diversity is the contribution which is made to the organization in order to set it free from all the discriminations and harassments. Challenges in the workplace diversity Some of the challenges which concern the workplace diversity process are: Cultural and language barriers The cultural and language barriers are needed to be overcome for the diversity programs to be successful. Ineffective communication might result in the lack of a proper team work within the organization (D'Almeida, 2007). Resistance to change Sometimes the employees refuse to accept and adapt to changes in the cultural and social environment in their workplace. This results in a resistance to fast progress of the organization. IBM The company which has been chosen for understanding the workplace diversity and its importance within an organization is IBM. International Business Machine Corporation is one of the American multinational corporations. It’s headquarter is located in Armonk, New York. The company manufactures as well as markets computer hardware and software and also offers other services like hosting, consulting etc. in various areas ranging from the mainframe computers to the nanotechnology (IBM, 2013). It is presently employing 434,246 employees (IBM, 2012). The company was established in the year 1911 on the merger of three big companies i.e. Tabulating Machine Company, the Computing Scale Company and the International Time Recording Company (The Atlantic, 2013; IBM, 2007). IBM: Views Regarding Workplace Diversity In order to remain competitive, IBM believes that it needs an employee population which understands the markets where the company serves its products and services (IBM, 2008). The company requires an employee population uniting all the different cultures, professions, perspectives, geographical origin etc. into one global integrated enterprise (IBM, 2010). The goal of the company is enhancement of open mindedness, awareness, knowledge, and respect with other cultures for building a stronger working team which can foster innovation. The diversity in IBM signifies that the difference is always expected, valued and encouraged within the organization so that each and every employee can be innovative, productive and achieve full potential. The mission of the company is creating such a culture, environment and climate where the talents from various regions would be valued and maximized by the utilization of this diverse talent in various fields which would result in the achievement of success for the corporation. IBM Diversity Strategy The key element in the workforce diversity program of the company is its long term standing commitment towards equal opportunity for all the employees. Various business activities including hiring, promotion, rewarding and compensation of the employees are always conducted without any discrimination on grounds of race, religion, gender, sexual orientation, disability and age (IBM, 2003). The business activities, design and the administration of the company benefit plans are made in compliance with the applicable laws and the company believes in making such a workplace accommodation which would consist of efficient job performances of the employees from various fields. In order to respect and value the diversity within the organization, the managers are expected to keep the work environment free from all types of harassments. The policy is made on the basis of sound business judgment and is anchored in the IBM values. All the managers are bound to abide by the rules and regulations mentioned in the policy and the associated laws. The company has high commitment towards workforce diversity. Advantages of the diversity strategy of IBM The diversity strategy of IBM has provided a competitive edge delivered by means of talented and experienced employees. Their differences in various fields resulting in the diversity of thoughts have helped in the creation of innovation needed for the achievement of success. Employees from diversified cultures and religions can easily relate to the clients and business partners of the company at various places across the globe. The leadership position of IBM in terms of diversity has helped in attracting the best talents and has acted as an inspiration to all the employees within the organization. Recommendations IBM should aim at fulfilling specific objectives for the purpose of strengthening its leadership position in terms of diversity. The commitment of the organization in developing a work environment which values the importance of the diversity of people is shown by: Sustaining the awareness of diversity. Demonstration of commitment towards diversity Maintenance of safe working environment Objective 1: Sustaining the awareness of diversity The work place diversity and its obligations and responsibilities should be well understood by the organization. It should be promoted to all staffs highlighting the advantages and also the contributions to the business goals. A snapshot of the complete staffing profile should be provided to all the employees at regular intervals. Objective 2: Demonstration of commitment towards diversity Diversity initiatives form an integral part of the people management. The workplace diversity principles should be incorporated into the corporate learning & development programs which also include leadership development. The guidelines related to the flexible working arrangements should be reviewed in a regular manner followed by planning for various activities like meetings, training & development programs etc. The information related to various flexible work schedule options should be promoted among the supervisors, managers and staffs. The next step involves the implementation of the planned training and development programs. The recruitment procedure should be conducted in compliance with the recruitment and selection practices within the department. The advertising and promotional activities involved in the recruitment process should reflect the commitment of the organization towards the diversity plan. Objective 3: Maintenance of safe working environment All the positions should include awareness of the workplace diversity related to the selection of documentation. Selection of trained employees within the organization from various fields will help in increasing the work place diversity within IBM. Each and every staff member should play important role in the development of such an environment where the diversity should be valued. The employees should perform their functions in compliance with the values, key behavior and codes of conduct. These employees should exhibit appropriate behavior in their operational activities. They should treat each other with respect and courtesy and no discrimination or harassment on any ground should be made to these employees. The company should always participate in events which encourage the workplace diversity. The company should identify the barriers of diversity and take steps for reducing these barriers. The organization should build the work environment in such manner so that all the employees can actively participate in it. The implementation of an effective strategy enhancing the work place diversity will help in achievement of success by the organization. The human resource department should focus and monitor on the implementation of the strategy followed by its outcome. It should report the findings to the management at regular intervals. References Barak, M. E. M. (2010). Managing diversity: Toward a globally inclusive workplace. California: SAGE. Burke, R. E., & Friedman, L. H. (2011). Essentials of management and leadership in public health. Burlington, Massachusetts: Jones & Bartlett Publishers. D'Almeida, C. M. (2007). The effects of cultural diversity in the workplace. Ann Arbor: ProQuest. IBM. (2003). IBM Policies: Workforce Diversity. Retrieved from http://www.ibm.com/ibm/responsibility/policy4.shtml IBM. (2007). Frequently Asked Questions. Retrieved from http://www-03.ibm.com/ibm/history/documents/pdf/faq.pdf IBM. (2008). Workforce Diversity. Retrieved from http://www-07.ibm.com/ibm/au/corporateresponsibility/pdfs/GL_9833_diversity_nocov.08.pdf IBM. (2010). Employee Diversity. Retrieved from http://www.ibm.com/ibm/responsibility/report/2010/the-ibmer/employee-diversity.html IBM. (2012). IBM Annual Report. Retrieved from http://www.ibm.com/annualreport/2012/bin/assets/2012_ibm_annual.pdf IBM. (2013). Overview. Retrieved from http://www.research.ibm.com/index.shtml The Atlantic. (2013). IBM's First 100 Years: A Heavily Illustrated Timeline. Retrieved from http://www.theatlantic.com/technology/archive/2011/06/ibms-first-100-years-a-heavily-illustrated-timeline/240502/ Read More