Workplace diversity blog-8

Workplace diversity

Source : http://greatpeopleinside.com/workplace-diversity-training/

 

The world’s increasing globalization requires more interaction among people from diverse backgrounds. People no longer live and work in an insular environment, they are now part of a worldwide economy competing within a global framework. For this reason organizations need to become more diversified to remain competitive. Maximizing and capitalizing on workplace diversity is an important issue for management. 

Diversity can generally be defined as recognising, understanding and accepting individual differences irrespective of their race, gender, age, class, ethnicity, physical ability, race. Sexual orientation, spiritual practice and so on. Grobler (2002:46) also supports this view by adding that each individual is unique but also share any number of environmental or biological characteristics

 

Diversity can be classified into two dimensions. The primary dimension such as age, gender, sexual orientation  and  exhibits the main differences between various individuals. These primary differences also has the most impact on initial encounters and can be easily noticed and serve as filters through which people view the world. 

The secondary dimensions such as religion, education, geographical location, income etc, are those qualities that are not noticeable in the first encounter and can even change throughout different encounters. These qualities are only noticed after some interactions occur between individuals. (Ashton 2010).

Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Esty et al. 1995). In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization’s success

A study done by The university of Huston, USA, on Diversity in the Workplace says Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources.

 Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.  Broader service range. A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis.  Variety of viewpoints.

References:

Grobler PA. 2002. Human Resource Management in South Africa. London: Thomson Learning.

Ashton 2010, the dimensions of diversity. 18 May 2010. Ashton Fourie: Blog. 

http://ashtonfourie.com/blog1/2010/05/18/the-dimensions-of-diversity/ (Accessed on 5 November 2012)

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.

http://www.uh.edu/ucs/employers/newsletter/2013/fall.pdf on 23.06.2018