Everyone is a unique person. Although people have many common things with each other but on the same time they are different in all sort of ways (CIPD, 2013). Differences consist of visible and non-visible features, for example, individual characteristics such as personality, background, culture, size, language accent, work style and so on. Discriminatory laws have be introduced for number of personal characteristics being treated unfairly. The protected characteristics under law are disability, race, gender discrimination, civil partnership, marriage, pregnancy and maternity, belief and religion, age and sexual orientation (CIPD, 2013).
According to Kandola and Fullerton’s (1998) diversity management is define as;
“The basic concept of managing diversity accepts that the workforce consists of a diverse population of people. The diversity consists of visible and non-visible differences which include factors such as sex, age, background, race, disability, personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilised and in which organisational goals are met.”
According to Leonard and Straus (1997) and Johnson and Johnson (2006), the word homogenous is used for the organisation with workforce who is effectively alike and the organisations that have a wide range of diversity are known as heterogeneous. Johnson and Johnson (2006), discuss both the concepts with their advantages and disadvantages based on research however according to Jenner (1994) the overall performance level of an organisation increase with more diversity. Precisely, heterogeneous group are more able deal with a wide rang...
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...eals with diversity have more committed employees and have reduced cost associated with turnover and absenteeism (Robinson and Dechant, 1997). Developing this line of thought, Cox and Black (1991) suggest that organisations which have adopted such an approach can position themselves “employer of choice” by recruiting the most talented workforce by diversity management. In terms of marketing outcome, the managing diversity literature suggest that companies with noticeable diversity in their workforce can attract more customers and be more sensitive in products and services according to different needs of customers (Foster and Harris, 2005 & Whitehead, 1999). This approach has been adopted by Ford of Europe for the marketing of Ford Transit vans to Asian shopkeepers, for this purpose senior managers sought advice from their committee of Asian workers (Eglin, 2002).
Diversity in the retail marketplace is something that is significant to the company’s success. Retailers are comprised of people selling things to people. Thus, the people that do the selling must be a good representation of the people that are doing the buying. Companies that are well diversified in their hiring practices, as well as organizational goals, are well recognized by the public. Likewise, companies that are unjust in the functioning of their company will be viewed in a negative light, which could lead to decreased sales and company accountability. Taking this into consideration, observing the diversity profiles for two major retail companies can lead to a firm understanding behind their success and company values.
Diversity is the piece that makes the modern workforce so amazingly unique and challenging at the same time. Valuing diversity means creating a work environment that respects and includes differences, recognizing the unique contributions these differences can bring, and maximizing the potential of all employees and the company. In The Loudest Duck, the author describes what often happens when diverse individuals enter the modern diverse workplace. Liswood gives great examples, analogies and shares simple insights into the hardships of bringing people from diverse backgrounds together to accomplish goals. The main emphasis is put on recognizing that diversity strictly by statistics of different races and/or genders present is insufficient.
Within an organization, diversity is considered a having a population of people that are of different races or cultures working collectively. From this collection of people, a variance of perspective is formed and talent is fostered in order to maximize performance. These great minds work
Merriam-Webster defines diversity as “the condition of having or being composed of differing elements; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization” (Merriam-Webster, 2016). With diversity including many different elements, the concept of workplace diversity also covers a broad spectrum of topics, and continues to evolve as many companies look to expand globally. This subject has become increasingly important among managers over the last couple of decades, and has helped to reinforce other concepts such as affirmative action and equal opportunity employment. While most people believe that everyone should have the same opportunities available to them, and that we
Traditionally, diversity refers to an assortment of races, ethnicities, genders, ages, disabilities and perhaps sexual orientations. A definition of diversity, however, should not be constrained by traditional categories such as these. Such a definition should also include categories such as religion, educational level, life experience, geographic location, socio-economic background, marital status and work experience. Indeed, each person employed by a company possesses unique qualities that encompass many factors.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
The federal government has passed a number of laws which aim to protect people from certsin kinds of discrimination in pubic life/workplace and from breaches of their human rights by commonwealth departments and agencies.
Appropriate management of diversity offers a mean to create a competitive advantage for organizations (Kramar,1998; Cox & Blake, 1991) as it is associated with advantages like bro...
The information exchange between individuals, teams, customers, suppliers, stakeholders and stockholders are depended on the quality of relationships and talent in the workplace. Therefore, workplace diversity is viewed as a success factor in the business growth. The author emphasizes corporate strategies around diversity includes adaptability, flexibility, retaining best talent, reducing costs associated with turnover, return on investment, policies, practices, gaining new market share with an expanded diverse customer base, and increased sales and profits. From the statistics, it was clearly shown that, diversity is one of the key factors that influence performance and effectiveness of the organization. Organizations can achieve competitive advantage in the corporate culture, employee morale, retention and recruitment by using diverse talent.
According to Kinicki, diversity represents the multitude of individual’s differences and similarities that exist among people. When developing a cultural diversity training program, one has to manage diversity with a new approach of inclusion and recognition. Managing diversity enables people to perform up to their maximum potential (Kinicki p. 111). As we analyze diversity, we will evaluate some common barriers and challenges in managing diversity. In developing a diversity program, we will analyze methods and procedures that will be apart of the program. Kinicki (p.*) says an important first step in overcoming these obstacles is for leaders to convey to their employees why the organization values diversity.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.
Diversity Matter in Workplace Workplace diversity denotes to the variety of variances between people in an organization. It can include race, gender, ethnic group, age, personality, background and more. Not only does variety include how people identify themselves, but how they observe others, which in turn can affect their collaboration in a work environment that is culturally diverse. Communication, adaptability, and change are just some of the problems these businesses must cope with. Accepting and valuing the differences between all people and incorporating diversity means the individual force and limitation of everyone can be assumed and influence into the building of workplace teams.
The importance of diversity in the workplace that it can aid in a competitive framework