THE MANAGEMENT OF WORKFORCE DIVERSITY: THE BIGGEST CHALLENGE FOR MANAGERS IN 21ST CENTURY
THE
MANAGEMENT OF WORKFORCE DIVERSITY: THE BIGGEST CHALLENGE FOR MANAGERS IN 21ST
CENTURY
INTRODUCTION
In this era, needs more collaboration and
interaction among the people who are from the diversified backgrounds including
the different beliefs and cultures due to globalization than before (Henry & Evans, 2007).
Issues due to diversity are considered as sensitive and important matter now, and
will be a dramatic situation in the near future because of the increasing
dissimilarities of the population in different countries of the world.
Organizations require to pay more attention to diversity, as well as determine
the ways to become a totally inclusive organization since the diversity is
having the ability to yield countless benefits as well as result in competitive
advantages (Henry & Evans, 2007). Valuing and managing the diversity is
considered a prominent factor of effective HR management that can enhance the
workplace productivity. Changes in the employee demographics and equal
opportunity for the employees need organisational attention and such changes
will enhance the work place performance as well as customer services (Jerry,
Baker & Madeleine, 2007).
THE EVOLUTION OVER WORKFORCE DIVERSITY
Diversity management is a continuous
process that releases numerous competencies and talents of the population from
diversified backgrounds to organizations (Cox & Blake, 1991). Managing multiculturalism
is a way of managing diversity which is a comprehensive process where
organisations can benefit (Ronald & Sims, 2007). In the present scenario,
the pool of diversified workforce is increasing which ultimately leads to the
multi-ethnic, multicultural or multilingual communities and needs effective
leadership to manage diversity. Therefore, diversity management is a great
concern of the key persons who are having responsibilities of managing the
duties of others (Jerry, Baker & Madeleine, 2007).
THE STRATEGIES OF DIVERSITY MANAGEMENT
Diversity Management Strategies is used to
acknowledge and encourage positive perceptions on diversity within an
organization (Ankita, 2014). Diversity Management inevitably is a holistic and
comprehensive process in order to manage the differences of the people which
ultimately leads to a successful organization and accomplishment of its mission
(Jerry, Baker & Madeleine, 2007).There are two dimensions could be
determined by the holistic diversity management model namely primary
(Horizontal) and secondary (Vertical). The primary dimension consisting the
biological and visible elements such as gender, age, ethnicity, race, sexual
orientation and disabilities whereas the secondary dimension consisting
psycho-social elements which are usually invisible such as worldviews, values
system, core intelligence, paradigms, mind sets, and ethics. These differences
may give rise to conflicts in the work place. However, if such differences
could be managed successfully, it can give “synergetic unity” which delivers
better results and improve organisational performance (Aswathappa, 2005).
As illustrated in figure 1.0 Age, Caste
and Religion, Gender, Language, Professional qualifications, Different perceptions
and attitudes and different geographical regions will be part of a diverse
workforce ( Ankita, 2014).
Figure 1.0: Human Aspects in Diverse
Workforce
(
Source :Ankita, 2014).
THE BENEFITS OF WORKFORCE DIVERSITY
Organizations capable of managing cultural
diversity successfully will have an advantage over other organisations, When
organisations have a diverse workforce such as in sales and marketing the
organisation’s client base too would be diverse, thus, having a large client
base. Groups with its members from the diverse backgrounds could be creative
than the groups with members from the homogeneous backgrounds as effective and
better decisions can be made with the heterogeneous groups since it can analyse
the issue in different perspectives (Ronald & Sims, 2007). The
capability of managing diversity can increase the adaptability and
flexibility of the organizations. Immediate responses to the environmental
changes furnish competitive advantage. Providing a better service for the
customers is another advantage from diversity management due to different
language specialisation, and adopt to a changing environment, hence managing
the diversified workforce effectively is a great approach for organizations to
be practiced (Henry & Evans, 2007).
For example In Nations Trust Bank
workforce diversity is applied in every department, especially in the customer
service department and the sales division, a diversified team that can speak
many language can communicate with a large section of the community comprising
of Sinhala, Tamil, English, Hindi and Chinese, thus, being able to increase the
client base of the bank.
DISADVANTAGES OF THE WORKFORCE DIVERSITY WITHIN 21ST CENTUARY
Even though workforce diversity management
has numerous benefits, there are some disadvantages which is stated below.
Majority of the people in the society feel threatened and uncomfortable by
people with different sex, culture or age (Ankita, 2014). First, the cost will
be incurred for the training of workforce on diversity management. Such
comprehensive training should be given to all staff members of the organization
which train employees to accept thoughts, ideas, and personalities of others as
well as the way of handling conflicts in a civil and professional manner. The
increase of conflicts is another disadvantage ( Henry & Evans, 2007).
When two groups, individuals or more, unable to see or face the situation in
the same way is a cause for arising conflicts (White, 1999). When considering
diversity, most of the time the reason conflicts arise because of the ignorance,
where derogatory comments or prejudice feelings lead for the lack of
acceptance. Culture clashes, stereotyping and ethnocentrism are some of the
adverse impacts of the lack of acceptance (White, 1999).Most of the time conflicts
arise due to the superior feeling of individual than the other. It means, one
is considering he is the superior person than the other. When the responsible
authorities of the organizations are failing to ignore these conflicts, the
organizational performances inevitably reduce. As well, if such authorities can
control and mitigate these conflicts, the organizational performance and
creativity could be enhanced (Henry & Evans, 2007).
CONCLUSION
The degree of which responsible
authorities would determine diversity, its potential benefits and drawbacks
define the organizational approach to diversity management. The organizations
cannot survive without a diversified workforce due to the globalization. This
is not the representation issue of different ethnicities or nationalities. This
is identified as the process of wealth creator by means of productivity and
enhancing creativity. Employee education, as well as reliable internal
communication, is necessary to obtain the support of all stakeholders.
Therefore, it is the responsibility of the managers of the organizations to
evaluate and ascertain the advantages of the workforce diversity management of
their organizations (Henry & Evans, 2007). Management has to maintain the
appropriate conditions that could enhance diversified workforce at their
workplace especially the strategy formulation in relation to the diversity
management. Therefore, with the diversified workforce organizations could gain
competitive advantage. Recognition, acceptance, appreciation, valuing, and
utilization are the six stages of the diversification process of the
organization and organizations have to formulate and execute proper strategies
in order to enhance diversified workforce.
References
Aswathappa, K. (2005). Human Resource
and Personnel Management: 4th Ed. New Delhi: Tata McGraw-Hill Education.
Ankita , S. (2014).Workforce Diversity: A
key to improve Productivity, Procedia Economics and Finance 11, P.
76-85 -Available online at www.sciencedirect.com
Cox, T, & Jr Blacke, S. (1991).
“Managing cultural diversity: implications for organizational competitiveness”,
the academy of management Executive.
Diane, A. (2004). Fundamentals of
Human Resources Management: 3rd ed. St Davids: AMACOM Div American Mgmt Assn.
Jerry R, Baker., & Madeleine S. Doran,
F. (2007). Human Resource Management. A Problem-solving Approach. 2nd ed.
Plymouth: R&L Education Publisher
.Nelarine, C. (2002). Human Resource
Management: A Managerial Perspective. 2nd ed. Norwich: Cengage Learning EMEA
Publisher.
Ongori, H., & Agolla J,Evans.
(2007).Critical review of literature on workforce diversity: African journal of
business management pp.072-076
Ronald, R., & Sims, J.
(2007). Human Resource Management. Contemporary Issues, Challenges, and
Opportunities. 2nd ed. United States: Information Age Publisher.
Ronald, R., & Sims, J.
(2002). Organizational Success through Effective Human Resources
Management. 2nd ed. London: Greenwood Publishing Group
Rao, V.S.P. (2007). Human Resources
Management: Text and Cases. 2nd ed. India: Excel Books India.
Stephen, J. Perkins. & Susan, M.
Shortland. (2006). Strategic International Human Resource Management. 2nd ed.
London: Kogan Page Publishers
White, RD. (1999). “Managing the diverse organization: the
imperative for a new multicultural paradigm”, available at: www.pamij.com/99_4_4_white.htm
Management of work force is an important task of HR function since the people are different one to another. When, the HR focus on managing diversity, they should pay attention to individual differences of employees, which includes any issues pertaining to women employment, people with disabilities, older people etc. (Armstrong, 2014). As you stated, an organization can have the optimum results by properly managing their diversified work force.
ReplyDeleteI agreed what you have mentioned and Some of the key characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation. A company that embraces diversity can broaden its skill base and become more competitive and innovative. Workforce diversity also brings with it a number of issues and challenges.
DeleteOrganizations today are more diverse than ever. Hiring top talent from different racial, ethnic, geographic and religious backgrounds is becoming an accepted business practice. Most companies benefit from a diverse environment, but there are always certain challenges that may rise. Realizing that truth and developing hands-on strategies that welcome diversity is imperative. Employers who fail to do so are likely to experience conflict and reduced productivity. The simple fact is that businesses with a diverse workforce are more successful and competent than their less diverse counterparts. (Baxter, 2016)
ReplyDeleteOrganizations that manage a diverse workforce benefit most and bring out the best of an individual’s unique skills, creativity, experience and knowledge. Successful management reflects positively on a company and encourage customers and prospective customers to establish long-term relationships.
Large companies employ different types of employees of diverse age, gender, education, and ethnicities, this diversity can lead to differences in their perception, interests, ideas, and attitudes.
Delete(Ali,M Alghazo,2016)
Diversity has numerous benefits to the organisation. One of the main values of diversity says that a business that has diverse employees has a better understanding of the international marketplace. Employers informed that their diverse associations benefit from a range of perspectives, higher output and profit due to business cultures that support personnel to perform to their highest skill. Employers may also identify immediate paybacks of workplace diversity. Clients, who come from overseas, speak different languages or may want customer service in their language. In businesses such as promotion and advertising, knowing what customers across different backgrounds want is essential to success (Preetibedi, 2014).
ReplyDeleteI agreed with your point and I have mentioned in the blog the same thing which you have commented as my personal experience at my working place.
DeleteDiversity Management is a very crucial aspect in an organization. It’s a process intended to create and continue a positive work environment for the company employees, where the similarities and differences of individuals are valued (Patrick, 2012). Diversity management has mostly emphasized on the culture in an organization, its impact on diversity openness, HRM practices, established environments and organizational situations to diversity-related pressures, prospects, requirements, and incentives and several other issues. A team that does not develop the connections among their colleagues which would enable coordination to be effectively, faces a battle. However, when such networks remain concentrated among regular sets of individuals, the team fails to generate the learning that can only come from communication among different individuals (Reagans & Zuckerman, 2001).
ReplyDeleteThe concept of diversity includes acceptance and respect. It means understanding that each individual is unique, and rec- ognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and fostering environ- ment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimen- sions of diversity contained within each individual.
DeleteCompany that has diverse employees has a greater understanding of the global marketplace. According to DiversityWorking.com, employers reported that their diverse organizations benefit from a variety of viewpoints, higher productivity and profit due to company cultures that encourage employees to perform to their highest ability (Bedi, 2014). To diverse workforce an organization should be able to transform the organizational culture to that management should be equipped with an understanding and acceptance of managing diversity concepts • recognition that diversity is threaded through every aspect of management • Self-awareness, in terms of understanding your own culture, identity, biases, prejudices, and stereotypes • willingness to challenge and change institutional practices that present barriers to different groups (Lakra 2014). Ignoring diversity issues costs time, money, and efficiency. Some of the consequences can include unhealthy tensions; loss of productivity because of increased conflict; inability to attract and retain talented people of all kinds; complaints and legal actions; and inability to retain valuable employees, resulting in lost investments in recruitment and training. Discrimination and promoting inclusiveness.
ReplyDeleteThis comment has been removed by the author.
DeleteOrganizations with diverse employees are better suited to serve diverse external customers in an increasingly global market. Such organizations have a better understanding of the requirements of the legal, political, social, economic, and cultural environments.
DeleteFor organizations need to take part in worldwide assorted variety, there are two conceivable ways to deal with take, which will rely upon the association's structure and culture. One approach/part is a multicountry approach, where projects and activities are created and actualized by individuals in different districts. This model is ordinarily practiced by much decentralized organizations, and can be helpful in light of the fact that nearby pioneers take responsibility for activities. Furthermore, these pioneers and gatherings search for nitty gritty neighborhood information of traditions, laws and social issues that require to be tended to. Neighborhood duty has a tendency to be higher in encountering this approach. On the opposite, be that as it may, the absence of all-encompassing corporate direction may mean unsatisfactory levels of work crosswise over districts. Furthermore, ordinarily, organizations utilizing this model don't have devoted worldwide decent variety staff, yet rather faculty that are chipping away at assorted variety in their extra time. A second way to deal with worldwide assorted variety that is more reasonable for more brought together associations is a topdown approach where decent variety is hard-wired into all specialty units from the corporate level. Organizations encountering this approach possibly beyond any doubt about consistency in message and offer help with advancement and usage of projects. Be that as it may, mind must be taken to guarantee that nearby duty is executed. (MacGillivray and Golden, 2007).
ReplyDeleteIt is clear that a winning recruitment strategy in a small labor market will involve the diversity of your company and the appeal of migrant workers. Here are three strategies that attract more diverse workforce.
ReplyDelete1. Address specific communities
Business owners should be convinced that their recruitment strategies are determined by specific communities. Long ago, there are days when companies simply launch ads in newspapers. "Recruitment has become increasingly specialized," he said. "There are specific publications and vehicles that can now be reached by any group."
2. Adjust the training
Entrepreneurs who have hired from culturally diverse groups need to be sure that their training is tailored to the needs of these groups. For example, new Canadians who are less engaged in English or French may need specially tailored teaching materials.
3. Review the recruitment process
One way to eliminate unconscious bias is to practice "blind recruitment". Removing candidate names from CVs will help ensure that the company's view of potential new employees is based on work experience, skills and education.
(https://www.bdc.ca/en/articles-tools/employees/recruit/pages/business-benefits-workforce-diversity.aspx)
Organizations with diverse employees are better suited to serve diverse external customers in an increasingly global market. Such organizations have a better understanding of the requirements of the legal, political, social, economic, and cultural environments.
Delete
ReplyDeleteGet a competitive edge
A key benefit of a diversity strategy is it improves your company's capacity to compete globally. "If you have employees who come from a part of the world where your company does business, you're more likely to be able to get closer to these foreign markets," Lawler says.
The same logic applies to hiring people who speak different languages. "There's no doubt that having a multilingual work force sharpens your competitive edge in the global arena," he says.
Beyond that, several studies have found that companies with an ethnically diverse workforce perform better financially than those with a more homogeneous staff. Research also suggests that diverse teams are more effective, produce higher quality work and have deeper engagement.
Yes, I agreed with your point because multi language people will be a big asset for organization especially customer service sector.
DeleteBaxtor (2016) states that there are 7 ways to manage diversified workforce.
ReplyDelete• Understanding discrimination
• Determining one’s preconceptions
• Investing in diversity training
• Creating an empowered atmosphere
• Providing orientation
• Outlining acceptable job descriptions
• Team building and free flow of communication
•
Yes I agreed with your point and still many ways to mange diversified workforce those are.
Delete1.Emphasize communication
2.View employees as individuals
3.Encourage employees to work in diverse groups
4.Base decisions on objective criteria
5.Be open-minded
There is no single best way to manage workforce diversity. In most cases, the approach used by a firm depends on the amount of pressure for diversity, the type of diversity in question, and managerial attitudes (Dass and Parker, 1999). Globalization is one such pressure and it presents challenges to managing the workforce. Some of the challenges as identified by Roberts, Kossek and Ozeki (1998) are deployment, knowledge and innovation dissemination, and talent identification and development. The main reasons for managing diversity as can be said is to improve productivity and remain competitive, to form better work relationships among employees, to enhance social responsibility, and to address legal concerns (Wentling and Palma-Rivas, 1998).
ReplyDeleteDiversity is a set of conscious practices that involve understanding and appreciating interdependence of human- ity, cultures, and the natural environment; practicing mutual respect for qualities and experiences that are different from our own; understanding that diversity includes not only ways of being but also ways of knowing; recognizing that per- sonal, cultural, and institutionalized discrimination creates and sustains privileges for some while creating and sustain- ing disadvantages for others; and building alliances across differences so that we can work together to eradicate all forms of discrimination.
DeleteDiverse Workforce can be managed by
ReplyDelete1. Understand discrimination
Anyone who supervises employees must understand both the discrimination laws and the penalties for violating them. Knowledge of this legislation, and also sharing that knowledge among the workgroup, effectively reduces the numbers of conflicts and behavioral issues. That same knowledge can prevent employers from making decisions, be they harsh or favorable, based on color, religion, age, gender, and race.
2. Determine one’s preconceptions
As a leader, you must be able to identify your misconceptions and biases before reaching out to others or else it’ll only result in conflicting decisions. Understanding your biases helps you think through and develop workable solutions, which aids in managing a diverse organization. University of Florida’s official website even highlights the mandate that employers outline the bias factors held by managers and employees alike to work up practical solutions to workforce issues.
3. Invest in diversity training
Companies should hold diversity training sessions to reinforce policies and encourage appropriate behavior. Only through proper training and professional learning can employees learn to deal with challenges that may arise among the “melting pot” of employees.
4. Create an empowered atmosphere
Company leaders must infuse the work environment with an atmosphere that welcomes the diverse skill set and empowers them to work as a team. Meanwhile, it’s also important to equally contribute in training and awarding without gender discernment. Leaders can be very effective in helping to establish morale and encourage employees to perform best.
5. Provide orientation
Orientation helps new employees to become familiar with the company, its operations, and present workforce. Company policies are defined, issues or concerns are addressed, queries are answered, short and long-term goals are discussed. Orientation is a way to welcome the newcomers and make them feel home.
6. Outline acceptable job descriptions
Companies must clearly highlight job descriptions and skills required in their employees to hire the best personnel from the pool. During the interview procedure, managers can quickly determine an individual’s ability to handle the possible challenges of a diverse workforce. It’s clear that employees who value and understand the significance of diversity are able to manage better than those who do not.
7. Team building and free flow of communication
For organizations to flourish and enforce trust among employees, team building exercises can be very helpful and must be implemented by members of the management team. Team building activities include strategic games, sharing stories and experience, role play and much more.
All employees get a chance to speak out their heart and share something unique. It helps to ease their nervousness and to blend them in the environment allowing appreciation to work in such a place.
Free flow of communication is another important factor without which even the sturdiest and competent organizations couldn’t survive in the long-term. It’s all about sharing ideas, concerns, queries and solutions to ensure a healthy environment.
Yes, I agreed with your point because diversity will give a huge benefit to the organization.as you mentioned.
DeleteAmong the forces calling attention to diversity in the workplace are the changing nature of the workforce, globalization of labor and customer markets, and organizational restructurings, such as mergers and joint ventures, which bring diverse corporate cultures together. Most firms, however, are only beginning to evaluate and adjust policies that were originally designed for yesterday's more homogeneous workforce. The large-scale organizational changes attracting attention are, for now, the exception to the rule, but they do present examples of what can be accomplished. Toward that end, this volume describes how nine prominent organizations have responded to the challenge. Featuring descriptive case studies from such firms as Xerox, Digital Equipment, Pacific Bell, American Express, Coopers & Lybrand, and Pepsi-Cola International, it covers international diversity and merging corporate cultures, as well as ethnic, gender, and lifestyle differences.
ReplyDeletePart I outlines the challenges of workforce diversity and demonstrates why it is a strategic imperative for businesses to successfully address these issues. The cases in Part II cover the systematic creation and assessment of demographically diverse workplaces in response to our changing society and to assure equal employment opportunity. Positive and negative reactions to such programs are discussed. Part III illustrates interventions designed to improve interpersonal relations between members of different groups via workshops and group activities.
Part IV delineates alternative models for corporate involvement, including a centralized policy, an adaptable generalized policy, and a "bottom up" approach where localities develop their own solutions. Part V offers commentaries on the cases described. . . . Finally, general guidelines for diagnosis and action are offered to help organizations decide whether to alter their current approach to workplace diversity.
With globalization, not only goods & services but people also was moving freely all around the world making many of the organizations diversified. Such organizations Human resources should be handled very carefully since one method that was fine for one culture might not fit the other. Being a diversified organization give a very competitive advantage compared to other organization if it is handled properly.
ReplyDeleteYes, I agreed with your point and with my personal experience in our bank there is a Chinese desk for serving the Chinese people due to some migration from China. this will be a good example to globalization people also moving to other countries not only goods.
DeleteWhen you build a workforce with employees from different cultures and countries, you increase the number of communication filters and language barriers that impact internal and external communication processes. Work cultures that are more heterogeneous usually find communication easier because employees do not have to work as hard to overcome language and culture issues. Some larger organizations hire interpreters and diversity trainers to help employees work through communication challenges of diversity.
ReplyDeleteDiversity is a set of conscious practices that involve understanding and appreciating interdependence of human- ity, cultures, and the natural environment; practicing mutual respect for qualities and experiences that are different from our own; understanding that diversity includes not only ways of being but also ways of knowing; recognizing that per- sonal, cultural, and institutionalized discrimination creates and sustains privileges for some while creating and sustain- ing disadvantages for others; and building alliances across differences so that we can work together to eradicate all forms of discrimination.
Delete(H.Patrick,2012)
Workforce diversity is defined by age, gender and educational background.
ReplyDeleteWorkforce diversity refers to organizations that are becoming more heterogeneous with the mix of people in terms of gender, age, race, and education background .
Managements of any organization utilize the diversity in educational background to motivate and encourage the employees to work effectively with others to achieve the goals of the company .
Yes,I agreed with your point and education background will help to achieve personal goals like promotion and self satisfaction but this may rise conflicts at work place.
DeleteDiversity researchers have suggested that if intergroup conflict is discouraged in favor of a more constructive exchange of a variety of ideas and perspectives, diversity can lead to more positive work outcomes (e.g., Kochan et al., 2003; Van Knippenberg et al., 2004). The instrumental integration approach, which corresponds to Ely and Thomas’s (2001) “integration-and-learning” diversity perspective, encourages individual members to draw on their differences in informing the organizational processes and systems at all levels of the organization. This approach also creates an inclusive climate that allows individuals to maintain and express their various backgrounds and group memberships while discouraging conflict, consistent with the recommendations of the diversity literature.
ReplyDeletecompany's Human Resources department should publish a step-by-step process reporting conflict with another employee or a supervisor. Include the steps in employee handbook and revise them whenever necessary; employees must have a point of reference to consult when they encounter workplace conflict. Aside from publishing the company's process for reporting conflict, designate an HR representative who is specially trained in handling employee conflict to investigate workplace issues. These are the steps necessary to mitigate your risk of liability for unfair employment practices.
DeleteThe number of talented individuals has been growing and expected to grow continuously in the near future, mainly because of increased educational opportunities in emerging countries (ILO, 2010). The demand for talented people is growing not only in developed countries, but in the developing countries as well. With never ending globalization, multinational organizations needs to incorporate diverse value systems and create an environmental in which employees are able to communicate with in them and with the management, in order to coordinate activities so that common goals are reached perfectly (Rosenblatt, 2011). The remaining major challenge would be for human resource managers to manage the workforce diversity in perspective of culture and language skills. It is critical that the businesses not only familiarize with local ways of doing business, and understand the needs of local consumers, but also develop a diverse global mindset among their employees (Ozbilgin, 2005).
ReplyDeleteAs the importance of diversity in the organizational context has increased manifold, most organizations would like to research on diversity–organizational culture linkage, its effect on diversity openness, and between diversity and per- formance both at individual and organizational levels. Patrick (2010) found that diversity determines not only the effects of the diversity within an organization but also the level of openness to dissimilarity characteristics among the orga- nization’s members, work groups, and culture. Despite the technological wonders of today’s communication, interna- tional relations require us to deal with one another on a patterns of local interaction as the basis for coordination and collective action. The other principle focuses on the bridges across global divisions as the basis for information transfer and learning. Moreover, both principles capture important elements of what it takes for a task group to achieve success in reaching its goals. A team that does not develop the con- nections among their members, which enable it to coordi- nate effectively, faces an uphill battle. However, when such networks remain concentrated among homogeneous sets of individuals, the team fails to generate the learning that can only come from interaction among different individuals (Reagans & Zuckerman, 2001).
DeleteWhile a business leader may try to develop a diversity program to build team spirit and morale, there may be instances where certain employees still have conflicts. Discrimination not only kills team morale and negatively impacts performance, but it is a human resources issue that companies need to address before facing lawsuits. Managing discrimination is challenging. There may be times where someone claims to be discriminated against by another employee when no discrimination occurred.
ReplyDeleteBusiness leaders protect themselves against discrimination and effectively manage diversity platforms by publishing and implementing workplace rules and protocols that are the same for every complaint. Employee handbooks need to clearly explain the company diversity and anti-discriminatory policies. They should also give employees protocol to follow when they feel there is an infraction of the policy. Investigations should be thorough and unbiased with documentation and actions taken when necessary.
Workforce diversity refers to organizations that are becoming more heterogeneous with the mix of people in terms of gender, age, race, and education background.The managements of any organization should analyze the factors affect their employee’s performance to increase it. However, they need to set and apply polices to ensure this diversity will success (Alghazo,2016)
DeleteDiversity policy are practises and processes aimed at creating a mixed workforce and placing a positive value on diversity in the workplace.workplace diversity relates to acknowledging differences among employees and deliberately creating an inclusive environment that values those differences . a workplace that encourages diversity employs individuals from various races, ethnicities, religions and genders. Many businesses implement diversity programs,the advantages a diversified workplace can capture a greater consumer market as consumers will be attracted to a diverse sales force, employing a more qualified workforce an reducing employee turnover.A diversified workforce also increases creativity.
ReplyDelete