Diversity and inclusion programs are some of the essential activities in current workplaces. Diversity and inclusion are critical because they reflect the types of work, innovation, thoughts, and ideas that take place within specific industries and workforces. Diverse perspectives, skills, and experiences are valuable to the success and growth of a company.
Challenges When an Organization Practices Valuing Diversity and Inclusion
While creating a diverse and inclusive workforce is promoted as a best practice, there are varied challenges when organization practices valuing diversity and inclusion. First, differences in language and communication is a critical challenge to embracing diversity when employees may not have a common language and, therefore, exhibit notable communication differences. The second challenge is age and generational differences. Every year, new employees enter the workforce, yet others retire. It results in a significant shift in the workplace caused by dissimilarities between the different generations and the diverse perceptions among the groups. The third challenge relates to respecting individual differences in a diverse and inclusive workplace. As noted by Panicker, Agrawal, and Khandelwal (2017), a critical aspect of diversity at the workplace entails acknowledging, appreciating, and respecting differences. Cultural and social differences are a significant issue to deal with in every workplace that values diversity and inclusion. This has often stemmed from the lack of respect or understanding among employees themselves or with the management. Fundamental rights such as those relating to religious affiliations should, as well, be respected at the workplace.
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A Strategy on How They Can Be Overcome
As a strategy to overcome these challenges, organizations need to develop clear communication guidelines and organizational policies on respecting diversity. It is equally essential for the employer to offer worker diversity training related to the issues that exist within the workforce. Employers should also hold employees accountable for their non-compliance actions. Employers bear the obligation of providing their workers with a secure workforce that is free from bias, intimidation, and harassment (Abaker & Al-Titi, 2019). They can do this through proper management and training and inclusiveness.
My Potential Strategy
My potential strategy to increase diversity could be developed by involving the entire top management and adopting an inclusive organizational structure. Senior management contributes a fundamental role in the success of every diversity project. Efforts to engage the top management, therefore, presents a significant first step in mentoring the lower rank officers and executing diversity at the senior management level.
References
Abaker, M. O. S. M., & Al-Titi, O. A. K. (2019). Diversity strategies: managerial problems of practices and perceptions in private organizations. Polish Journal of Management Studies , 20.
Panicker, A., Agrawal, R. K., & Khandelwal, U. (2017). Contentious but Not Optional: Linking Inclusive Workplace to Organizational Outcomes. Drishtikon: A Management Journal, 8 (2).
