Generally, managing diversity in the workplace environment is a process intended to establish and maintain a positive work environment where the distinctions and similarities of persons are valued (Patrick & Kumar, 2012). At the same time, diversity in the workforce acknowledges that individuals differ in a number of ways; invisible or visible, primarily marital status, age, gender, disability, social status, sexual orientation, personality, religion, culture, as well as ethnicity (Shen, Chanda, Dnetto, & Monga, 2009). It is vital to note that a diverse workforce consists of a multitude of values, beliefs, understandings, ways of seeing the universe, and unique information.
If I were a manager or supervisor, I could better manage diversity in the work environment by creating a culture of tolerance via training, education, and strategies of conflict management. To begin with, I would put more efforts in establishing a recruitment strategy that emphasizes the need and importance of diversification. Herein, I would come up with guidelines and policies for employee conduct and ensure that each worker has a copy. In addition, I would include procedures and channels for grievances as well as ensuring confidentiality for all personnel (Banton, 2017). More so, I will ensure that the guidelines and rules are set relatively and transparent and apply to all members of the workforce, including the management team.
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Second, I would ensure that I train recruitment personnel. In this regard, I will provide the recruitment personnel with the knowledge and skills to examine the present workforce and ultimately fill skills gaps. Additionally, I would ensure that the potential candidates are chosen because they are qualified for the job for they possess the skills needed, and not for any other reason. Third, I would model appropriate behavior and encourage management training of cultural sensitivity and proper conflict management training for managers (Banton, 2017). An efficient program for training will first require the management team to examine their diverse backgrounds and how they may have shaped the various prejudices that could impact the workplace environment.
Fourth, I would invest solely in cultural sensitivity training for all employees to encourage effective communication among workers as well as promoting tolerance. Mostly, a good program for training is one that employees view it as a positive experience and one that does not use an accusatory tone as well. Work teams are prosperous when all the members appreciate the importance and value of diverse education, skills, and experience.
Fifth, I would ask for regular feedback from my employees either in the form of a staff survey or a questionnaire (Banton, 2017). I would then examine and give the results to the employees, noting any progress made in staff satisfaction as well as indicating any conflict issues or diversity so that they can be efficiently addressed prior to becoming unmanageable. Lastly, I would organize for annual events or parties to break down any formal barriers that exist as well as improving the morale of employees. Informal gatherings and retreats, in essence, are powerful as they can promote better interpersonal relationships and create an inclusiveness culture.
Markedly, if my workplace is lacking diversity, I can bring it up to better standards in keeping with the demographic population by encouraging authenticity in how the organization treats other people in its business model. I would educate my staff on the importance of managing diversity since it is the key to growth in the current competitive market (Llopis, 2013). Also, I would ensure that the recruitment personnel employ diverse groups of people as diversity brings fresh perspectives, ideas, and views to the workplace.
In conclusion, managing diversity in the workplace is essential as it is the key to growth in the current market. As mentioned earlier, a diverse workforce consists of individuals with different values, beliefs, understandings, ways of seeing the universe, and unique information. Therefore, managing diversity is vital to promote a positive work environment.
References
Banton, C. (2017, July 25). How to Manage Diversity in the Workplace. Retrieved from https://careertrend.com/manage-diversity-workplace-1091.html
Llopis, G. (2013, January 07). Diversity Management is Outdated and Demands a New Approach. Retrieved from https://www.forbes.com/sites/glennllopis/2013/01/07/diversity-management-is-outdated-and-demands-a-new-approach/
Patrick, H. A., & Kumar, V. R. (2012). Managing Workplace Diversity. SAGE Open, 2 (2), 215824401244461. doi:10.1177/2158244012444615
Shen, J., Chanda, A., Dnetto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20 (2), 235-251. doi:10.1080/09585190802670516
