Globalization has led to increased diversity in the corporate environment. Today, companies are looking to diversify the workplace as research indicate that there key benefits that organizations leap by having a diverse team in place ( McCuiston, Ross Wooldridge & Pierce, 2004) . The short essay aims at discussing the benefits of having a diverse workforce, the challenges that organization face in their zeal to achieve diversity and possible actions that firms can take to overcome the stated problems.
Companies that are willing to attain diversity have a good reputation in society ( McCuiston, Ross Wooldridge & Pierce, 2004) . Job seekers are drawn to organizations that encourage diversity as it is evident that such firms do not practice discrimination. Such firms are at a position to retain talent besides attracting a new team. People of different backgrounds feel comfortable in places where they are free accepted.
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There are increased productivity and competitive advantages in workplaces that encourage diversity ( McCuiston, Ross Wooldridge & Pierce, 2004) . People from different cultures poses different skills and knowledge which supplement each other. When such persons are brought together, they can work as a team and improve the entire production of the company.
Enterprises that encourage diversity benefit through increased creativity in the organization. Heterogeneous groups interact to create a vibrant team that has brilliant ideas ( McCuiston, Ross Wooldridge & Pierce, 2004) . Besides, people from different backgrounds bring a variety of solutions to challenges in the organization. People from diverse cultures can easily brainstorm different solutions to a problem when it becomes necessary.
Increased opportunities for new markets ( McCuiston, Ross Wooldridge & Pierce, 2004) . People from different background bring in new ideas that can lead to the creation of new products that target a particular group that increases the market. People from different environments know potential markets. Suggesting such potential markets help expand the knowledge of the management and venture into the new markets thus increasing the organizations reach.
It is not easy to put a diverse team in place. Organizational management teams face challenges in the process if trying to create a diverse workforce. Language and communication barriers among the team members may create a problem because it can affect productivity because of misunderstanding. Ethnic and cultural differences can create division in the organization. A diverse workforce faces the challenge of variations such as culture, especially in religion and when people come from different ethnic groups. For example, there might be a collision when you have a combined team of Muslims and Christians. Such differences result in acceptance and respect between the sides. Respect plays an essential role in having a diverse team in place. When respect fails in the workplace, the working environment becomes unconducive which affect the general well-being of the organization. If the employees fail to understand the different beliefs they will not be able to accommodate each other ( Deshmukh, 2016) .
The management can apply various approaches to address these challenges. First, the organization should have a common language that people should speak in the firm. The language should be national or international such as Spanish, English and French and so forth. Firms should also have a code of ethics in place which is meant to guide the diverse team on how to relate with each other. Acceptance and respect should be communicated to the team as a way of acknowledging the differences. All these problems can be addressed by the management ability to create teams ( Deshmukh, 2016) . Groups and team members can break the ethnic and cultural barriers and work as teams.
References
Deshmukh, N. (2016). GLOBAL DIVERSITY–A BIG CHALLENGE FOR HUMAN RESOURCE PROFESSIONALS. International Journal of Advanced Research in Management and Social Sciences , 5 (9), 141-160.
McCuiston, V. E., Ross Wooldridge, B., & Pierce, C. K. (2004). Leading the diverse workforce: Profit, prospects, and progress. Leadership & Organization Development Journal , 25 (1), 73-92.
