Diversity In Workplace For Knowledge And Education Age: Critical Discussion And Recommendations

Critical Discussion on Diversity in Workplace

Discuss about the Diversity in Workplace for Knowledge and Education Age.

Diversity is defined as variety of people who are different in their culture, religion, appearance, gender, race, personality, knowledge, education age and more. It is also related with the behaviour and their though process in front of others. Their overall background affects their upbringing and prospective of looking at thing (Allen and Eby, 2010). Besides this, this diversity in workplace is a great hep for any organisation as it gives immense potential to view a same thing in a different manner. Diversity adds on ideas to an organisation as strength.

However, diversity also creates challenges for the management of organisation in terms of communication, adaptability and culture at the workplace. The human resource management requires addressing the issue of diversity change in the organisation by planning and keeping some points in mind while dealing with it (Allen and Eby, 2010). Therefore, this report is aimed to explore the issues associated with the diversity at workplace. It also suggest the action to be taken concerned with these challenges and how the management can changes these challenges in opportunities for an organisation by converting it in beneficial investment.  

Today, diversity is a reality which can not be denied or ignored by the business organisation. Diversity is changing the face of the businesses with the benefits and clichés it holds (Karsten, 2006). Diversity is increasing in the workplaces day by day and changing the traditions and homogeneous approach of the organisations. Diversification in the workplace makes the vision of the organisation ethical and more towards humanity. It helps an organisation to develop and grow in the new market place. It provides various opportunities and support for an organisation to reach in a large number and different types of customers in the target markets. It helps in strengthening the power of the organisation as well as attracts diversified and talented workers from the world. Similarly, it promotes employees satisfaction and retention in the organisation. It helps in reaching its target customers with more efficiency and helps the organisation in catering better qualitative client services. It ensures classified and customised customer services as it is not based on any biased idea and targeted at optimum satisfaction of the customers. It helps the world to be better place and broadens the engagement of various communities and other groups in a single work organisation (Herring and Henderson, 2014). It fosters new ideas and innovation in the organisation to deal with the situations or work pattern. Likewise, it provides the best problem-solving skills as every one from different background proclaims new inference and comprehension. When an organisation embraces diversity with satisfied employees working for it, it encourages employees to follow organisational values more profoundly. 

Challenges in Incorporating Diversity in the Workplace

On the other hand, it has been found in the practicality and researches that diversity and equality is not accepted by many organisations and enormous individuals (Roberson, 2013). There are huge numbers of cases that pronounce the intensity of discrimination faced by the people at workplaces. In fact, from a small organisation to multinational organisation it has always been an obstacle and opposition matter. Some people just can not believe in diversity and equality because of their own circumstances and situations (Roberson, 2013). However, to protect the right of dignity of an individual there are various laws which are imposed by the government and law institutions to make it more ethical and right.  

For this reason, companies are bound to the different company laws for employee’s rights in different countries. Some of the laws that deals with the discrimination and protection of human rights embroils Legal Equality Act, Human Rights Act, Sex Discrimination Act, Disability Discrimination Act, Race Relations Act and Equal Opportunities Policy incorporated by the company policies as an internal law (DuBrin, 2011). This is a way to deal with the issues faced by the individual on account of payments, promotions, appointment, hiring, behaviour and opportunities by the organisation. These are legal rights of a person to be treated as fair and equal as other person in the same organisation. There should be no disparity because of gender, age, class, race, ethnicity, religion, nationality, colour, personality, disability and culture.

However, it has also been explored that the organisations also find it difficult to incorporate diversification at workplace (Laroche and Yang, 2014). It is also counter as new experience for the organisation to trust the outside employee for the growth and future of their organisation. The major reason of the problem is associated with the challenges faced in communication. Diversity enhances the gap in communication of two co-workers, management and its employees that hampers the productivity of the organisation (Laroche and Yang, 2014). Divergence in the prospective and language augments the hurdle in articulation of ideas and conveying information. It discourages other employees for the team work and down their morale. It also helps in organisational goals and objectives in the long run.

Along with this, the attitude of current employees for resistance to change also limits the new ideas and progress of the company. Management find it difficult to collaborate between two diversified persons which ultimately spread atrocity in the work. Moreover, top management find it difficult to implement diversity in the workplace though company policies at individual as well as group level (Herring and Henderson, 2014). It depends on the workers and team to accept the diversity within them to make the company policy work efficiently. Although only making policies will not resolve the diversity problem, yet a successful strategy for its application is equally important. It needs a strong leader who can convince and compel workers together.

Recommendation of the Issue of Diversity

Nevertheless, diversity also raises issue of integration because people find it difficult to relate themselves with colleague and informal divisions in staff occurs. Employees do not interact after working hours which eventually cut their bonds and they loose interest in each other that cause trouble in working together (Paludi, 2012). It also becomes a big problem for new employees from different background to adjust, learn and understanding professional etiquette of the organisation. From organisation another challenge is to accommodate different employees and navigate issues requirements such as employment laws and Visa requirements that also elevate the employment cost of the company.

Now a day, diversity is compulsory to attain competitive advantage by the multinational companies. Hence, it emphasize on the strategy and policies to solve the issues of diversity at a fast pace. They analyse and evaluate diversity in the workplace as an integral part of the management operation (Wilson, 2013). Various types of surveys and interviews can help the top management in comprehending the fundamental reason behind the diversity and obstacle of resistance of change. The company then evaluate and determine the apt solution by adding and curbing policies which address the issues. Reviewing back and feedbacks after implementation policies can ensure the success of the applied policy.

Furthermore, development of diversity in the workplace plan can be arranged with the help of professionals. Companies that provides ready surveys and plans to attain the diversity in the workplace is also a cogent way to insight the diversity problems. To handle these issues, plan must be attainable, measurable and comprehensive (DuBrin, 2011). A fixed time is set to attain the planned goals and decided on the basis of organisational objectives. On the other hand, enforcement of diversity in the workplace plan depends on the leader and management who execute it. Adoptive culture and attitude to customise the needs of diverse workforce is a vital aspect which should be met. In fact, in some cases as an epitome leadership position should be promoted with diversity so that it will encourage employees an attitude of openness in the organisation.

The best way to tranquil the opposition for change is to make employees believe about their importance in the organisation. Management should acknowledge them their involvement in the management important decisions (Karsten, 2006). In addition to this, organisation can align diversity training in their management as an essential part to promote it acceptable by all.

Diversity is an opportunity for the management of the organisation to make it beneficial in different ways. Its effective and efficient execution can amplify the productivity in the market due to local market and competition acknowledgement of diversified force (Gröschl, 2016). It is used to enhance the creativity and problem solving ability of the organisation. The proper execution of diversity in the organisation can entice the future talented and skilled employees more flexibly. It can also be a factor to retain the talented employees in the organisation with diversified culture. The competitive advantage can be attained with its execution and probably gives chance for higher quality target marketing to organisations (Barak, 2016). Diversity in the workplace promotes diversified and qualitative communication abilities within its employees and outside the organisation as well as it helps in creating synergy of growth and development.

Not only it will help the organisation to manage its expenses but also reduces its cost related to the litigation expense and legal expenses quite effectively. The proper incorporation of diversity helps an organisation in expansion from one market to another with better understanding about its culture, taste and preferences. Thus, indirectly it supports the higher market shares price of the company (Ferreira, Erasmus and Groenewald, 2010).  It creates a satisfied diverse customer base which delivers the employees satisfaction and great culture in the organisation. Diversified workforce enhances adaptability, good chances to reach and acquire top talent of the world. It empowers staff and team members with vivid creativity and work with different approaches in different ways. It helps organisation in reducing its employees turnover cost.

It can broaden service range of an organisation through language skills and in culture related area as well (DuBrin, 2011). There will be variety of viewpoint and more effective execution plans, if the organisations couple diversification in their management system appropriately.  

Conclusion

According to the above discussion, it can be interpreted that diversification is an important part of the organisation as it helps in increasing productivity and communication in management. Although, there are various challenges in execution of diversity in an organisation, yet it is very beneficial for the expansion and development. On the other words, it is mandatory for an organisation to manage diversification at workplace in a graceful manner. Its effective execution can change the cultural environment and financial situation in a positive manner. Thus, it is suggested from the above implication to plan the diversity in organisation in a systematic way and ensure its implication by reviewing it timely.

References

Allen, T. D., and Eby, L. T. 2010. The Blackwell Handbook of Mentoring: A Multiple Perspectives Approach. John Wiley & Sons.

Barak, M. E. M. 2016. Managing Diversity: Toward a Globally Inclusive Workplace. 4^th ed. SAGE Publications.

DuBrin, A. J. 2011. Essentials of Management. 9^th ed. Cengage Learning.

Ferreira, E. J., Erasmus, A. W., and  Groenewald, D. 2010. Administrative Management. Juta and Company Ltd.

Gröschl, S. 2016. Diversity in the Workplace: Multi-disciplinary and International Perspectives. Routledge.

Herring, C., and Henderson, L. 2014. Diversity in Organizations: A Critical Examination. Routledge.

Karsten, M. F. 2006. Gender, Race, and Ethnicity in the Workplace: Organizational practices and individual strategies for women and minorities. Greenwood Publishing Group.

Laroche, L., and Yang, C. 2014. Danger and Opportunity: Bridging Cultural Diversity for Competitive Advantage. Routledge.

Paludi, M. A. 2012. Managing Diversity in Today’s Workplace: Strategies for Employees and Employers. ABC-CLIO.

Roberson, Q. M. 2013. The Oxford Handbook of Diversity and Work. OUP USA.

Robinson, D. A., and J. D. 2013. Workplace Discrimination Prevention Manual: Tips for Executives, Managers, and Students to Increase Productivity and Reduce Litigation. Archway Publishing.

Wilson, T. 2013. The Human Equity Advantage: Beyond Diversity to Talent Optimization. John Wiley & Sons.