Diversity Management

TABLE OF CONTENT                               Page

1.0 INTRODUCTION                                                                                   2

2.0 UNDERSTANDING DIVERSITY AND EXPECTATIONS

 OF DIVERSITY MANAGEMENT TO EMPLOYERS AND EMPLOYEES                                     2

2.1 What is diversity

2.2 Expectation of diversity management

3.0 WHAT EXTENT THESE ARE SHARED AMONG THE EMPLOYERS AND EMPLOYEES                    4

4.0 PROS AND CONS OF A DIVERSE WORKFORCE TO THE ORGANIZATION  5

4.1 Advantages        5

4.2 Disadvantages                                                                          6

5.0 RECOMMENDATIONS ON HOW HR SHOULD MANAGE A DIVERSE WORKFORCE TO ACHIEVE THE ORGANIZATIONS OBJECTIVES                          8

6.0 CONCLUSION                                                                                           9

7.0 REFERENCE                                                                                        10

1.0 INTRODUCTION

Workplace diversity in simple definition is the background of different individuals from work. But in order to truly understand what workplace diversity is all about, the word diversity and the various types of it have to be first understood. What is commonly stated about diversity is that it takes in complex differences and similarities in perspectives, identities, and points of view among associates of an organization as well as among individuals that would make up a wider community. (Browne 2017) These differences are important to understand but they cannot be used to predict any individual’s values, choices or responses. There are different types of diversity such as cultural diversity as well as global diversity. Cultural diversity is having many different cultures. It recognizes the presence and value of the behaviors, viewpoint, and many other things of different ethnic groups. As for global diversity, it is normally hard to alter. It is part of the societal aspects such as status, caste systems and others. Global diversity can be applied to a business organization and if applied properly, the organization will have leverage over the rest of its peers who does not practice this. (Hacker 2011)

2.0 UNDERSTANDING DIVERSITY AND EXPECTATIONS OF DIVERSITY MANAGEMENT TO         EMPLOYERS AND EMPLOYEES

2.1 What is diversity

By itself, diversity can mean many things. From “who we are and what we’ve learned” to “how we lead and how we interact.” The description itself is a form of diversity. Meanings array from a state or fact of being diverse or unusual, to a variety of views. The important point in the formal meaning is that it indicates there is a point of differentiation. This means diversity broadly refers to many demographic variables. There are several other areas. One of the main concepts of diversity is acceptance and respect. It means understanding that each individual is unique and everyone should recognize their individual differences. It is the exploration the differences in a safe, positive, and nurturing environment that allows understanding upon each other while moving beyond 
simple tolerance to embracing. Doing so will enrich the dimensions of diversity contained within each individual. (Leonard 1980, pp. 66)

Understanding the dissimilarity involves distinguishing and valuing the intercultural dynamics, social identities, and the wide range of cultural options that diversity gives for everyone. A vital part of understanding diversity is that it includes similarities as well as differences. Understanding that we have similar interests or beliefs can encourage cooperation and cohesion. A commitment towards an understanding and appreciating differences recognizes that disparities in social and economic opportunity among groups often reflect the continuing impact of racism, sexism, and other forms of prejudice and bigotry.

2.2 Expectation of diversity management

The expectations of diversity management to employees are equal opportunities for all and to encourage principles of diversity that will enhance the level of effectiveness and efficiency and trust. The concept of diversity management to employees is an objective where all the contribution of the employees are recognized and valued (Amory, Jason 2003). This assists in reaching organizational capacity in a workplace where the goal is to build a high-performing, diverse workforce based on mutual acceptance and trust regardless of race, national origin, gender, age, disability, religion, sexual orientation, or any other non-merit factor.

The employer’s expectation of diversity management is to enable all employees to reach their full potential in pursuit of the organization’s mission. This includes fostering an environment where diversity is commonplace and enhances execution of the agency’s objectives. Diversity management means creating a workplace where differences in heritage, background, style, tradition and views are valued, respected and used to increase organizational capacity. As the workforce becomes more diverse and the environment more open to new ideas and ways of thinking, organizations have found that employees and teams become more effective in processing information, solving problems, and contributing to the organization’s mission. (“Diversity Management” n.d. Pp. 6)

3.0 WHAT EXTENT THESE ARE SHARED AMONG THE EMPLOYERS AND EMPLOYEES

        From cultural diversity to global diversity, almost everything is shared among the employers and employees because of this, a mutual trust can be built. Everything becomes transparent as a good relationship is built on everyone’s differences. These differences could be beliefs, customs, arts, etc, of a particular society, group, place or time but there is no extent to how far one is willing to share.  As one of many interventions in the organizational development, diversity has improved interpersonal and inter-group communication and relationships in the workplace. The focus is on interactions between managers and the employees they supervise, among peers, and between employees and customers or clients. Improved “human relations” are expected to result from promoting an increased understanding and acceptance, and at best, appreciation, of those who are “different” from the traditional ways of working with employee or manager.