Workplace Diversity: How To Create An Inclusive Workplace

Outline 

Introduction 

Businesses across the world are experiencing massive changes to survive in their markets. Companies are becoming more global in their operations by expanding their sphere of operations to other multicultural environments. Therefore, a diverse workforce is vital to the performance of an organization at the international level. 

Thesis Statement : Many organizations have failed to implement workplace diversity. The success of workplace diversity in achieving organizational objectives depends on the necessary steps to implement it, such as compliance with laws, employee training, and conflict resolution. 

The Meaning of Workplace Diversity and Problem Statement 

The presence of diversity in the work area means that the organization is heterogeneous in regards to race, gender, religion, sexual orientation, and creed. 

Many organizations have done little to create a diverse workforce despite the benefits that come with it. 

Benefits of Workforce Diversity 

Workplace diversity ensures that customers from different cultures are served to their best interests. 

Building a diverse employee base allows an organization to attract new audiences into their business better. 

Creating a gender equality policy expands the talent pool for an organization. It also guarantees that an organization has different perspectives that come with gender differences. 

Diversity in the workplace provides the employees with an opportunity to learn, grow, and become better professionals. 

Implementation of Diversity in the Workplace 

Attention must be placed on the enhancement of equal employment opportunity for all. 

The company must also consider the important role that diversity training plays in the process of implementation. 

The company must also put in place several mechanisms that promote workplace diversity within an organization, such as conflict resolution platforms. 

Conclusion 

Restatement of Thesis: The success of workplace diversity in achieving organizational objectives depends on the necessary steps taken to implement it, such as compliance with laws, employee training, and conflict resolution. 

Companies must strive to shape diverse workforces, especially in the age of globalization and social responsibility. 

Workplace Diversity 

Businesses across the world are experiencing massive changes to survive in their markets. Companies are becoming more global in their operations by expanding their sphere of operations to other multicultural environments. Therefore, a diverse workforce is vital to the performance of an organization at the international level. Workforce diversity comes with immense benefits to the organization. A strong correlation exists between diversity and creativity. Diversity also enhances creativity in the process of decision-making and sustainability. Conversely, a lack of diversity in the workforce could have a negative effect on the brand image of the company. It could also affect how the company relates to its customers. The human resource management of any organization must take necessary measures to enhance workplace diversity. The focus of this discussion will on the meaning of workplace diversity, its benefits, and the aspects of consideration during the implementation process. The success of workplace diversity in achieving organizational objectives depends on the necessary steps taken to implement it, such as compliance with laws, employee training, and conflict resolution. 

The Meaning of Workplace Diversity and Problem Statement 

The concept of diversity stems from individual respect and acceptance. It is based on the fundamental understanding and appreciation that individuals are different and unique in their own ways. The diversity of the workforce is a provision that has a legal basis in the United States. Shahid et al. (2016) say, "The 1964 Civil Rights Act made it illegal for organizations to engage in employment practices that discriminated against employees on the basis of race, color, religion, gender, national origin, age, and disability" (p.158). Therefore, the presence of diversity in the area of work means that the organization is heterogeneous as regards to race, gender, religion, sexual orientation, and creed. Foma (2014) defines workplace diversity as a wide array of differences that affect how individuals interact and attain business outcomes. Diversity in the workplace can only be achieved when employees depict distinct qualities and elements that differ from one person to the other. With diversity come different perception, values, and beliefs among the people. Although diversity remains a fundamental aspect of the organization, many companies remain unresponsive to this call. 

The government, in conjunction with Fortune 500 companies, provides the required diversity training. However, research shows that 40% of organizations continue to fail on matters of diversity (Shahid et al., 2016). Gender diversity remains a significant problem in many organizations. Also, disabled persons are equally underrepresented in many organizations across the country. Social factors such as racism and national origin have also played out during recruitment. Creating a diverse environment in the workplace is among the most difficult tasks to accomplish. Bringing people of different values, perceptions, and beliefs to work as a team can have a negative toll on the organization. However, research by Shahid et al. (2016) has shown that managers can instill diversity as a fundamental part of the organizational culture. Organizations, especially the globalized ones, must begin appreciating the strengths that can be drawn from the fundamental differences existing among employees. The focus should be placed on the proper implementation of a diverse workplace by the environment by considering several aspects. 

Benefits of Workforce Diversity 

Workplace diversity comes with a plethora of benefits to the organization. As illustrated by Bedi et al. (2014), companies that embrace workplace diversity have a better understanding of the global marketplace. Companies that embrace diversity have better opportunities for increased productivity as employees perform duties to the best of their abilities. Also, workplace diversity ensures that customers from different cultures are served to their best interests. When an organization has, for instance, workers that can speak different languages, a diverse group of customers can be served with immense ease (Bedi et al., 2014). Secondly, workplace diversity is crucial in the branding strategy of an organization. Through branding, an organization is in a position to distinguish itself from other businesses and competitors. The company can brand itself using various strategies. One of the approaches commonly utilized is known as workplace branding. In describing this concept, Szymanska and Aldighieri (2017) say, “Workplace branding allows the organization to distinguish itself from its competitors and develop a recognizable identity, through practices that are perceived as desirable to employees and the public” (p.371). Diversity allows the company to craft a workplace brand that reflects the face of the entire world. It shows the organization's commitment to transcending common barriers such as prejudice, bias, and racism. 

Diversity in the workplace can best be assessed from a social justice point of view. The social justice theory asserts that every person in society has a right to be treated fairly irrespective of their place of origin. Race, gender, or disability status should not be used to justify the recruitment or rejection of an employee. According to Foma (2014), diversity is about creating a favorable environment that fosters a sense of connection. Companies can also use diversity as a way of connecting with their clients, particularly the new ones. Building a diverse employee base allows an organization to attract new audiences into their business better. Conversely, staffing a company with people from one demographic makes it difficult to attract clients from different populations. Many Fortune 500 companies have understood the role that diversity has in enhancing a sense of competitiveness (Foma, 2014). From the social justice perspective, workplace diversity can be interpreted as a part of a company's corporate social responsibility (CSR). A business is only considered to be socially responsible if it taps a talent that reflects the differences that exist within the immediate community. The employees should most importantly reflect the image of the diverse group of customers that benefit the business through their consumption of goods and services. 

Gender diversity remains in many workplaces remains one of the biggest mirages that exist in many organizations. Shahid et al. (2016) say, "Only 30% of female employees hold management positions in Wal-Mart this is a very low number considering 70% of their employees are female" (p.159). Gender equality in the workplace is not only vital because it is fair. It also comes with a wide array of benefits that the company can capitalize on. First, creating a gender equality policy expands the talent pool for an organization. It also guarantees that an organization has different perspectives that come with gender differences. Companies that fulfill gender diversity are likely to increase their retention level and minimize the chances of turnover (Shahid et al., 2016). However, when only a handful of females are working in a male-dominated environment, the chances are high that these women will leave their roles due to the hegemony. Gender diversity will also allow the organization to tap some fundamental values that are uniquely found in women. Women, compared to men, are known for their calmness, level-headedness, and mediators. Successful companies, therefore, provide the women with the opportunity to climb the corporate ladder and become leaders in their own rights. Eventually, this sets an excellent precedent that creates a competitive environment for both men and women in the organization. 

Diversity in the workplace provides the employees with an opportunity to learn, grow, and become better professionals. Bedi et al. (2014) assert that when employees are exposed to new cultures, perspectives, and ideas, they experience intellectual growth and further gain insights into new ways of accomplishing tasks. Different countries or cultures are known for their areas of expertise and experience. For instance, the Chinese are known for their innovation and ingenuity, while Americans are known for technological prowess. Placing different cultures in a team allows them to exchange ideas and professional expertise on how things should be handled. The organization, therefore, places itself in an advantageous position as staff members can learn from one another. The different experiences and expertise held by the staff members can also bolster some level of complementarity. Each member is tasked with the opportunity of bringing to the table different perspectives and suggestions. Eventually, the team comes up with the best solution based on the pool of suggestions that have been created (Bedi et al., 2014). Learning and appreciating new skills remains one of the most fundamental aspects of human resource management. However, diversity can guarantee this provision without the need to create a formal learning process. Hence, workplace diversity, therefore, promotes inadvertent and subconscious learning that cannot be replicated. 

Implementation of Diversity in the Workplace 

Despite the importance of diversity in the workplace, its success heavily relies on implementation strategies. The management of diversity in the workplace should be premised on the fact that it allows people to work together and improves organizational productivity. As described by Foma (2014), "Managing diversity includes building specific skills and creating policies that increase the best work behaviors and attitudes from each employee" (p.383). Human resource management must, therefore, focus on the proper implementation of diversity in the workplace. In this regard, the first significant attention must be placed on the enhancement of equal employment opportunity for all. In this regard, employees will be treated fairly and impartially. In doing so, the company must remain aware that workplace diversity is a fundamental tenet that has been embedded in law. Some of the agencies that are overseeing the implementation of equal employment opportunities include the Office of Federal Contract Compliance Programs and the Equal Employment Opportunity Commission (Foma, 2014). Properly implementation the equal opportunity for all ensures that the organization does not fall into legal pitfalls that could damage its reputation. In some instances, the organization can also lose money and valuable time while solving the cases in court. 

The company must also consider the important role that diversity training plays in the process of implementation. According to McGuire and Patterson (2012), as organizations become culturally diverse, the need for training across the hierarchical spectrum increases. The training enables individuals to become more accustomed and aware of the elements that create differences between people. Managers have a critical role to play in the training process. They are tasked with the duty of equipping the employees with competencies and skills needed to function optimally in multicultural teams (McGuire & Patterson, 2012). Individuals must learn to be culturally tolerant as they work in multicultural environments. They must embrace the cultures that are not theirs. As companies grow in an international setting, managers must also want their employees to learn new languages that enable communication. A breakdown in communication can be one of the most significant problems that a business can face in its lifetime. International franchises that, for instance, operate in non-English speaking nations, must train their employees to speak the local language. Such a move promotes diversity and also establishes a strong rapport between the employees and the clients they serve. 

The company must also put in place several mechanisms that promote workplace diversity within an organization. Diversity is not just a theoretical aspect but also has practical implications. Although it might be difficult to solve the individual needs of every individual, companies must strive to create a level playground. First, with diversity comes a high likelihood of conflict and wrangles due to different perspectives and ideas (McGuire & Patterson, 2012). Therefore, the organization must move quickly to install a conflict resolution department that has a proper background on matters of multiculturalism. Also, the adequate room should be created for different persons depending on their culture. For instance, employees of Muslim faith should be accorded a separate room for fulfilling their prayer requirements. Christians, on the other hand, should be accorded holidays during the Easter period. The disabled persons must have a separate parking section separate from that of other employees. A ramp should also be installed in storied buildings to provide them with maximum access. Such moves will demonstrate that an organization is fully committed to creating a diverse workplace that meets the different needs of individuals. 

Conclusion 

The success of workplace diversity in achieving organizational objectives depends on the necessary steps taken to implement it, such as compliance with laws, employee training, and conflict resolution. Many organizations in the world have failed to consider the importance of workplace diversity despite the benefits that come with it. Research has established that through workforce diversity, companies can strengthen their brand image, improve performance, leverage training opportunities, and increase overall understanding. However, the level of success can only depend on implementation tactics. First, managers must understand that workplace diversity is a provision embedded in law. No one can be discriminated from an employment opportunity based on their race, religion, sexual orientation, or creed. Employees must also be taken through a training process that will acquaint them with the knowledge needed to survive in multicultural environments. 

References  

McGuire, D., & Patterson, N. (2012). Diversity training in organizations. In Handbook of Research on Workforce Diversity in a Global Society: Technologies and Concepts (pp. 273-287). IGI Global. 

Bedi, P., Lakra, P., & Gupta, E. (2014). Workforce diversity management: Biggest challenge or opportunity for 21st-century organizations. Journal of Business and Management, 16(4), 102-107. 

Foma, E. (2014). Impact of workplace diversity. Review of Integrative Business and Economics Research, 3(1), 382. 

Shahid et al. (2016). Diversity in Workplace: Issues and Challenges. JMS https://www.researchgate.net/publication/323747641_DIVERSITY_IN_WORKPLACE_ISSUES_AND_CHALLENGES 

Szymanska, A., & Aldighieri, D. (2017, December). Diversity and Inclusion in the Workplace: Employee Perception and Implications for Internal Brand Management. In International Conference on Advances in Business and Law (ICABL) (Vol. 1, No. 1, pp. 368-388).