Diversity In Workplace

Managing Diversity in The Workplace

To be diverse it's a difference from one another, or to be composed of distinct, or unlike element of qualities. This can be a difference in race, religion, cultural, mental or physical abilities, Heritage, gender, gender identity, sexual orientations, or other characteristics. Diversity is the condition of having or being composed of different elements; variety; especially the inclusion of different types of people (as of people of different races or cultures) in a group or organization. As a business owner, we need to ensure that we instill are diversity into decision-making and good servicing planning and Delivery at all levels of our business.

Research demonstrates, that cultural diversity leadership,

can result in across-the-border improvement in clients and, or customer’s perceptions of high-quality care, irrespective of their cultural, linguistic and religious background. To succeed in a diverse environment, we must lead, be an example during this process.

Diversity not only includes how people perceive themselves, but how they should perceive other individuals as well. These types of perceptions affect employee interaction, and for a diverse group of employees to function effectively as an organization supervisors need to deal with the issues that accompany diversity. Managing diversity is to aid and create an environment where all opinions are valued in every individual can reach his or her full potential. Diversity in the workplace can be a liability; but if managed properly can be a huge asset.
Diversity starts within the hiring process.

Companies / firms should make sure that good practice efforts are made to create a large diverse pool of applicants they should ensure that appropriate accommodations are made for disabled applicants, they should specify the need for skills to be able to work and a diverse environment, and always be certain that the hiring committee is a diverse one. Promoting diversity within organizations offer supervisors more opportunity to make the perfect fit between the employee and the job. Ethical considerations and courage supervisors to see many kinds of diversity within his department or

team.

Changing social roles around the world, particularly for women, as well as international support for human rights, are also challenging previously accepted patterns of discrimination on the basis of religion, social class, ethnic origin, disability, and sexual orientation, as well as age and gender. The increasing participation of women in the labor force has been one of the most important aspects of workplace diversity in North America. Women’s participation in the labor force has increased as a outcome of economic and social changes
In addition, women have gained access to a broader spectrum of jobs due to the changing nature of work. Automation and technological advances have enabled women to perform many jobs that previously were more physically demanding, dangerous, or required exposure to environments unwelcome to women. A century ago, the workplace was predominantly male. Throughout WWII, while men were away at war, women took over factory work in support of the defense industry. They demonstrated their aptitude and willingness to participate as equals in the workforce, and challenged existing gender barriers. In 1997, 60% of American women were in the labor force (up from 33% in 1950) while participation of US men dropped from 88% to 75% in the same period.

The title of supervisor in the workplace is very important when it comes to properly managing diverse employees.

Supervisors need to be sensitive and need to realize that there's no easy process for handling diversity. They also need to recognize how valuable all employees are and need to learn how to use diversity as an advantage to work collaboratively and in turn be more productive. Supervisors should be more than willing to change their perspective, and adapt to the institutionalized practices that prevent barriers to different groups. They should also take the time to learn about the skills, knowledge and backgrounds of all their employees. By doing so, this allows supervisors to find the differences and similarities in the cultures of their staff and build from

there.
Most individuals believe in following the Golden Rule; treat others as you would like to be treated. This implies that everyone wants to be treated the same. In the world where there is no diversity this rule would apply all the time. However, that is not the case. Different cultures view respect in many different ways. With that being said, supervisors should go to great lengths in making sure that their employees are 100 percent comfortable and should never feel like their faith or respect is being jeopardized. So to be safe and respectful employees as well as supervisors should always follow the “Golden Rule”.

In the past you may have heard that some big businesses were mandated to adopt a culture of diversity, and as business owner, you also may have to come to the point where you would need to decide on rather, or not you want to include diversity in your business. SO, questions may arise such as: How can you make diversity fit your business? Here are some examples:
● Decide what is important to your business — make it known.
● As a business owner, become sensitive to different cultures. This can be especially useful if you are in, or serve a very diverse neighborhood.
● Allow your employees to take time off for significant cultural holidays, and not just traditional holidays.
● Take the time to consider others’ positions, thoughts and ideas, morals and most importantly, values.
● Look for possibly partnerships with festivals, parades, and community events, and community centers in your city. Show your support for a variety of causes.

Becoming a diversity-conscious business may take an abundant amount of work. In addition, you may find that it may take time to see results that you can directly connect to your new business outlook. While you are adjusting the way, you do business, you are also building goodwill in your community, and surrounding businesses.
Sole proprietors, small businesses and franchise businesses, may find it more difficult finding ways to practice diversity. Having a diverse workforce can be a challenge for small businesses, especially in certain parts of the U.S. or globally. To get the benefits of diversity, you may need to expand your thinking.
Many large companies must comply with corporate or even governmental diversity mandates.
They are also made up of such large workforces that it’s easy to cultivate a rich mixture of experiences and people.
Small businesses no matter the size, doesn’t t view diversity as a requirement, but rather as an opportunity to grow and succeed. The variety of your employees’ backgrounds, cultures, and upbringings are a strategic advantage that you can venture into.
With that in mind, it may seem that a small business is at a disadvantage. It can be difficult, if you’re running a five or ten-person shop, to be diverse. Making matters worse, many small business owners fall into the trap of hiring people who they like, and who are like them.
It gets even more challenging when you are drawing from an applicant pool that’s homogenous.
As our economy becomes increasingly political and Global, our work environment becomes more and more diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the work environment efficiently, and effectively. Business ownership evaluate their organization's diversity policies and planned for the future of their business and its employees