Discuss about the Promoting Workplace Diversity in Travel Business.
Promoting workplace diversity has several bottom lines benefits but it is required to approach the hiring process holistically because retaining employees can be hard than recruitment. The topic has chosen for executing the research is “Promoting workplace diversity in Travel business”. Culture is considered as the main force that brings people together and makes uniqueness. Workplace diversity can be referred as the variety of differences between people in an organization. Diversity entails gender, ethnic group, personality, tenure, race, education, background and organizational function. It is necessary for the business to enlarge it by developing various techniques because workplace diversity can being the new ideas, concepts and views from different people which can enable organization to reach at the top (Dike, 2013). The travel business is selected for describing the workplace diversity because it is the business where many people come from different culture and background. Travel business become gradually more characterized by diversity regarding to their workforce, retaining, attracting and utilizing diverse people in an effective manner which have become a priority. Diversity can be promoted in travel business by developing a hiring strategy, providing training program and many more which will be described in the literature review section of this research proposal. The project objective and scope will be mentioned to represent the importance of it on overall research project.
The objective of this research is to find out the various ways of promoting diversity at the workplace in travel business. There are various benefits of diversity in the travel business that enhance the revenue of the business significantly. The objective of this research proposal is mentioned below:
The project scope of the topic is wide as it covers various benefits and challenges of workplace diversity in the travel business. Workplace diversity has been a vital concern to which the travel business has paid much attention. A lot of research has been conducted regarding managing diversity at the workplaces and limited attention has been paid to the issue of cultural diversity (Al-Jenaibi, 2017). Literature review will reflect about the workplace diversity at the workplace in the travel business.
Diversity is considered as the differences among people as the primary dimensions of diversity involve issues such like gender, race and age. Diversity in the workplace is vital for employees because it apparent itself in creating an effective image for the organization, leading to enlarged profitability and opportunities for workers. Workplace diversity is not important for only to the organization but also for the outside. It has been analyzed that mishandled diversity might prevent employees from developing their attributes and enhancing their motivation to get things done. It is being the cause of decreasing their job performance, productivity of the organization and job satisfaction. On the other hand, it has been stated by Gong, (2008), well managed diversity might provide businesses with an opportunity to enhance organisational effectiveness by increasing individual potentials, enhancing productivity and combining individual talents.
There are various benefits of diversity management in the organization as it generates fresh idea for the organization which can help to develop revenues. Workforce diversity has been determined by other factors as business diversify physically and the free movement of labour across national boundaries increases, the need to interrelate effectively with huge area becomes critical. For instance, service has become a huge part of nation’s economies along with upper levels of international and national tourism and enhancing competition become vital if businesses are to understand how to provide and maintain a customer base which is full of diverse (Kim, 2006). Workplace diversity in travel business can be benefitted by various reasons. There is a different measure to handle diversity at the workplace by different businesses. According to Grivastava and Kleiner, (2015), the major benefits of a diverse workforce are mentioned below.
According to De Anca, and Vega, (2016).Diversity motivates to new business innovation in which employees with different cultural background can bring in the travel business improved innovation by offering new ideas from different kind of viewpoints. It has been found that employers should appreciate and understand the various kinds of values of the employee because it can hugely take gain of the benefits that differences bring in. In comparison of homogeneous employee groups, diversified employee groups represent the excellent performance in the long run and accomplish their duties in an adequate manner.
Diversity at the workplace can be helpful in knowledge transfer. According to Iguchi, (2016), when two strangers come together, it is quiet easier for them to resolve the issues of the two have common backgrounds. It would be easier for the travel business to understand the language of other employees if an employee has the similar language, same cultural background and think or behave in similar ways.
The company’s competitiveness is increased by managing cultural diversity. The travel business is competitive business in which an organization needs to control labour cost and increase the range of customers. Workplace diversity can enhance the motivation within the business by developing cooperation among employees (Henry and Evans, 2007).
Cultural diversity is helpful to increase the corporation images as the travel business has been rather reflexive about creating a positive business image for the public (Cui, Jo, Na and Velasquez, 2015). It should take appropriate actions to create an image that this business is eager to hire more valuable minority employees from diverse cultures. It would enhance the attraction of number of young people to take travel business as a possible career option (Hunt, Layton and Prince, 2015).
A diverse workforce facilitates Travel business to understand various clients’ needs and offer guests with exclusive and diverse experiences. Diversity at workplace provides perceptive information from different backgrounds contributing to better decision making within the business. It also facilitates to work with people from diverse background which represents the unique set of challenges (Hsiao, Auld and Ma, 2015).
Diversity task forces can be created within the company and each task force will focus on a specific area such as gender, age, disability, ethnicity and sexual orientation. As per Risberg and Søderberg, (2008), different views from employees and generate ways to create the company more diverse in each area. It would be helpful for the travel business to reach more diverse customers. The business can be enlarged by doing this activity which will increase the image of the business in the view of outsiders.
As per CHEAH, (2013), travel business need to make diversity policies for catching the attention of potential customers. Effective diversity management needs that business makes a purposeful effort to make a quietly and mutually respectful environment. Furthermore, policies of travel business need to be revised in consultation with the staff. Long term plan should be created that emphasizes the importance of diversity to the business and motivate enclosure every move of the way in respect to diverse opinions. There should be proper polices for the staff in travel business as it provides services to the customer 24*7.
The diversity at workplace can be promoted by creating an inclusive diversity training program that employees take when they join the business. As per Barak, (2016), training would increase the performance of the employee as they get to know about how to accomplish the task and what strategies are implemented by the company to maintain the dignity. The business should conduct additional training on cultural, diversity and interpersonal along with the conflict resolution in diverse environments (Knights and Omanovi?, 2016).
Although identification of the possible issues and benefits of diversity has enhances. It has been found that there are number of organization that has attained disappointing outcomes in their efforts to handle the challenges of diversity. There are assorted challenges of workplace diversity which are facing by travel business. It can be communication challenges, training challenges and discrimination issues. The difficulties in communication can be increased due to various kinds of languages and cultural backgrounds between employees in the workplace of travel business. Language is the factor which is always considered as a vital one among different cultural features that make up cultural identity. As per Greet Hofstede, the differences in language are often outcome in miscommunication. It has been analyzed that cultural background difference is the big factor that causes communication gap. Employees of the business with diversity surrounding are hence frequently poorly prepared to manage the upper level of vagueness in intercultural communication. For instance, migrant worker from Asia may be lack of knowledge in handling with a local employee of America who was born in the USA. Diverse cultural backgrounds frequently provoke misunderstanding when communication becomes inefficient (Baum, et. al., 2007).
Discrimination issue is the other challenge and it cannot be avoided that cultural differences enhance the possibility of concern of discrimination among workers. It has been analyzed by Baum, et. al., (2007), that direct and indirect discrimination among workers have constantly informed in businesses with cultural diversity workforce. Along with those training challenges is the major reason which can prevent to promote workplace diversity in the business of travel. The aim of diversity training is to build up respect and enhancing sensitivity for entire differences among customers and employees. Cultural ethnocentrism and short-sightedness should be reduced to enhance a diverse workforce. The role of multicultural training is huge to increase the awareness of cultural diversity in employees and create a culturally improve in company (Ozturk and Tatli, 2016). Lack of effective diversity training program in travel business may lead organization in to adverse situation because it is the feature of the business to interact with different kind of people who belong diverse cultural background. Staff of the travel business should be effective not only in terms of communication but also managing the diversity.
It has been analyzed Marriott International expands their assurance to create a comprehensive guest experience to their workforce around the globe (McSweeney, 2016). It is named as one of the ‘World’s Best Multinational Workplaces by Great Place to Work’ by the world’s largest study of workplace excellence. It has more than 200,000 employees from all over the world that show the huge platform with full of diversity (McSweeney, 2016).
It has been analyzed that the manager of the travel business should understand and execute cross cultural behaviour because these has the ability to bring the best out of the staffs which can be helpful to make a coherent, successful and consistent organization (Minkov and Hofstede, 2012). Along with that there are various examples of diversity at workplace apart from this tourism industry such as Coca-cola, Johnson &Johnson, Disney, Sodexo, Mastercard and Accenture that have employed from different cultures. By considering the top inbound markets for the UK are Germany approximately 9% and France approximately 12% followed by the USA, Spain and Irish Republic which brings the difficulties to retain the staff off European with cultural understanding and language skills (Iguchi, 2016). It shows that the British Staff and managers will have to build up good intercultural skills so that potential international tourism market can be catered.
It has been shown by the statistics that 26% of the hospitality workforces are nomad in the UK and 6% of the nomad population in the country come in employment within the hospitality industry (Iguchi, 2016). It shows that managers and staff of UK should maintain the good understanding of cultural diversity within the business. It can be done via intercultural soft skills. This skill entails positive organizational culture, retaining talent, flexible working arrangements, improved team effectiveness and customer services. Cultural diversity may allow the full potential of employees to be realise which resulting in employees feeling motivate and valued. It is the upper level of psychological engagement that enhance the performance and make a more responsive and adaptable environment.
It has been analyzed that travel business should manager their diversity in an effective manner so that retention rates can be improved for various groups of people (Henry and Evans, 2007). The nature of the tourism business refers flexibility is manifest because of long opening hours and seasonality. Furthermore, as the workforce in the business becomes progressively more diverse there has been huge strain on business to react by being more flexible in all their systems and processes. Consequently, several service organizations unavoidably obtain flexibilities regarding working arrangement such as employee benefits, conditions of employment and holiday. The customer services can be improved significantly through efficiently managing diversity businesses. It has been evaluated that business can attain the competitive advantages by enhancing the employee aptitudes to communicate across cultures which would be helpful to understand the different customer base.
It has been suggested by Dike, (2013), that effective diversity management will lead to enhance innovation, creativity and problem solving within the business of travel. Research presents that heterogeneous workgroups surpass the homogeneous groups. While (Henry and Evans, (2007), argued that the team effectiveness is relied on several other factors such as ability of the team members, urgency of the task, and personality of team members and nature of the task.
Conclusion
In the limelight of above discussion, it can be concluded that workplace diversity is important for the business to enhance the productivity of the organization. Diversity should be managed in an adequate manner because it has been analyzed that mishandled diversity might prevent employees from developing their attributes and enhancing their motivation to get things done. The discussion has been made on promoting workplace diversity in travel business. The project objective and project scope has been mentioned to outline the structure of research in an adequate manner. Diversity at workplace provides perceptive information from different backgrounds which is the benefit of cultural diversity that contributes to better decision making within the business. Different ways to promote workplace diversity in travel business has been discussed which facilitates to work with people from diverse background which represents the unique set of challenges. The challenges of workplace diversity has been described in this research proposal which described that communication issue discrimination issue and training issue can be the major reason to prevent promote workplace diversity in the business of travel.
Reference List
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Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Baum, T., Devine, F. & Hearns, N. (2007). The implications of contemporary cultural diversity for the hospitality curriculum. Education +Training, 49(5), 350-363.
CHEAH, L. 2013. Why workplace diversity is important for every organisation. Available on: https://mystarjob.com/articles/story.aspx?file=/2013/4/20/mystarjob_careerguide/12948229&sec=mystarjob_careerguide. Accessed on 15th March, 2018.
Cui, J., Jo, H., Na, H. and Velasquez, M.G., 2015. Workforce diversity and religiosity. Journal of Business Ethics, 128(4), pp.743-767.
De Anca, C. and Vega, A.V., 2016. Managing diversity in the global organization: Creating new Business values. Springer.
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Grivastava, S. and Kleiner, B., 2015. Managing Cultural Diversity In The Workplace. Journal of International Diversity, 2015(1).
Henry, O. And Evans, A. J. 2007. Critical review of literature on workforce diversity. African Journal of Business Management pp. 072-076, July 2007.
Hsiao, A., Auld, C. and Ma, E., 2015. Perceived organizational diversity and employee behavior. International Journal of Hospitality Management, 48, pp.102-112.
Hunt, V., Layton, D. and Prince, S., 2015. Diversity matters. McKinsey & Company, 1, pp.15-29.
Iguchi, Y. 2016. The benefits of cultural diversity in hospitality. Available on: https://ehotelier.com/insights/2016/04/19/benefits-cultural-diversity-hospitality/. Accessed on 15th March, 2018.
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