Benefits of Diversity in the Workplace

 

Workplace diversity is captivating the Human Resource world by storm. Bringing in people with different experiences and views can lead to better decision-making, greater innovation, and higher engagement in the workplace. It may not only improve a company's reputation, it also makes it easier to attract top talent.

Let's review the tangible and intangible benefits of workplace diversity, the challenges that come with it, and what we can do to get started on related initiatives today.

What is Diversity in the Workplace?

Diversity in the workplace refers to an organization that purposely hires a workforce contained people of variable gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes.

Diversity in the workplace leads to benefits both from an internal and external perspective.

Benefits of Diversity in the Workplace

Talents, Skills, and experiences - Individuals from diverse backgrounds could offer a range of different talents, skills, and experiences, that may benefit the organization and their work performance. However, some crossover of skills could be useful when it comes to supporting each other, it’s important to hire people with the proper skills to fit each of the roles within the organization. A diversity of skills and knowledge among the team also means that employees can learn from each other.

It creates innovation – By working along with people of different backgrounds, knowledge, and working styles, inventive ideas can bounce ideas off each other offering different suggestions and feedbacks.

Improved cultural awareness - A diverse range of cultures within the workplace permits organizations to deal with different nuances within the marketplace. If an organization does business with China, for example, having an employee who can speak Mandarin is an asset and can lead to improved workplace relations. Also, when an organization having products and services targeting different religious segments, employees from these religious groups would add value. Eg. Islamic employee could bring relevant aspects of sharia law to product design.

Challenges of Diversity in the Workplace

Executing diversity initiatives at work isn’t without its inimitable set of challenges. Some of those challenges are:

• There are challenges in handling a diverse work population. Managing diversity is more than simply accepting differences in people. It comprises recognizing the value of differences, opposing discrimination, and promoting inclusiveness. Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination, and complaints, and legal actions against the organization (Devoe 1999).

• Negative attitudes and behaviors can be barriers to organizational diversity because they can harm working relationships and damage morale and work productivity (Esty et al., 1995). Negative attitudes and behaviors in the workplace include favoritism and discrimination, shouldn’t be used by management for hiring, retention, and termination practices (could lead to costly litigation).

Required Tools for Managing Diversity  

“To successfully manage a diverse workforce, managers and employees must be trained in a new set of skills, including:

1. Communicating effectively with employees from a wide variety of backgrounds.
2. Coaching, training, and developing employees of different ages, educational backgrounds, ethnicities, physical abilities, and races.
3. Providing performance feedback that is free of values and stereotypes based on gender, ethnicity, or physical handicap.
4. Training managers to recognize and respond to generational differences.
5. Creating a work environment that allows employees of all backgrounds to be creative and innovative.” (Noe, 2010 P.20).

Effective managers should be aware that certain skills are required to create a successful, diverse workforce. First, managers should understand that discrimination and its consequences. Second, managers must recognize their own cultural biases and prejudices (Koonce 2001). Diversity is not about differences amongst groups, but somewhat about differences among individuals. Every person is unique in their own way and doesn’t represent or speak for a particular group. Finally, managers must be willing to change the organization if necessary (Koonce 2001). Organizations need to learn how to manage diversity in the workplace to be successful in the future (Flagg 2002).

Unfortunately, there is no single method for success. It purely depends on the respective manager’s ability to understand what is best for the organization based on teamwork and the dynamics of the workplace. According to Roosevelt (2001), managing diversity is a comprehensive process for creating a work environment that includes everyone. When forming a successful diverse workforce, an active manager should emphasize personal awareness. Both managers and associates should be aware of their personal biases. Therefore, organizations need to develop, implement, and maintain ongoing training, because a one-day session of training will not change people’s behaviors (Koonce 2001). Managers should also understand that equality is not necessary. There are always exemptions to the rule.

Managing diversity is about more than equal employment opportunity and affirmative action (Losyk 1996). Managers should expect change to be slow, while at the same time encouraging change (Koonce 2001).

Another vital requirement when dealing with diversity is promoting a safe place for associates to communicate (Koonce 2001). Good ways to form dialogues is to have social gatherings and business meetings, where every member must listen and have the chance to speak. Managers should also implement policies such as mentoring programs to offer associates access to information and opportunities. Also, associates should never be denied necessary, constructive, critical feedback for learning about mistakes and successes (Flagg 2002).

Conclusion

A diverse workforce replicates a changing world and marketplace. Diverse work teams could lead to greater things for your organization. Respecting individual differences will benefit the workplace by forming a viable edge and increasing work productivity. Diversity management profits connections by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce must be used to educate everyone about diversity and its issues, together with laws and regulations. Most workplaces are made up of diverse cultures, therefore organizations need to learn how to adjust to being successful.

Reference:

1. Noe, R (2010). Employee Training and Development Fifth Edition. New York, New York: McGraw Hill Irwin
2. Devoe, D. 1999. Managing a diverse workforce. San Mateo, CA: InfoWorld Media Group.
3. Esty, K., R. Griffin, and M. Schorr-Hirsh. 1995. Workplace diversity. A manager's guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation.
4. Konce, R. 2001. Redefining diversity: It's not just the right thing to do; it also makes good business sense. Training and Development (December).
5. Flagg, A. 2002. Managing diverse workgroups successfully. United Behavioral Health.
6. Roosevelt, T.R. Jr. 2001. Elements of a successful diversity process. The American Institute for Managing Diversity.
7. Loysk, B. 1996. Managing a changing workforce: Achieving outstanding service with today's employees. Davie, FL: Workplace Trends Publishing.