Managing Diversity Paper

While there are plenty of potential benefits for organizations that are diverse, there are also some challenges that they may face. One of the first and most difficult challenges that a diverse organization may face is the risk for unconscious bias, prejudice and stereotyping (Nelson, 2014). It is understood that most people struggle with things that they do not know or understand. Managing diversity is more than simply acknowledging differences in people; it involves recognizing the value of differences, combating discrimination, and promotion of inclusiveness. This is not always an easy task. Perceptual, cultural and language barriers are common in a diverse workforce and may cause difficulties in the way that an organization or its minority employee’s function. Tolerance is very important because intolerance leads to discrimination, which can have harmful effects on the employees that are discriminated against and on the organization as a whole (Manning & Curtis, 2012). All employees deserve to be treated as equally and fairly as possible.

Leaders are challenged to deal with effectively with a wide variety of cultures and customs (Manning & Curtis, 2012). According to Manning & Curtis (2012), the cross-cultural leader must be patient, understanding, willing to learn, and flexible because each culture has a different set of perceptions about work habits, communication patterns, and social roles (P. 279). The leader has to find a way to treat each person as a unique individual and must to relate to people from other cultures equally and with mutual respect. It is imperative that the leader of the organization create a culture that promotes dignity and respect to avoid tension between employees and to promote the best possible work