The Concept Of Workforce Diversity In The Workplace

Introduction
Increasing globalization needs more interaction among people from diverse cultures, beliefs, and backgrounds. Developing and enhancing on workplace diversity has become an important issue of management today.
Workforce diversity has been categorized into differences in race, ethnicity, gender, age, educational background, functional background, work period, sexual orientation, physical ability, and religion. The concept of workforce diversity is relevant to any difference that has a significant impact on group interaction and outcomes.
Each team must be internally effective in order to meet organizational goals. Therefore, managers must effectively manage workforce relationships with other individuals within the organization.

What is diversity?
Diversity management is usually been defined as recognizing, understanding, accepting, and valuing differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status.
Generally, diversity management are made up of taking enthusiastic actions related to the organization’s capabilities of minimizing obstacles of diversity and maximizing its opportunities.
Managing diversity is an inclusive process for creating work environment that includes everyone.

Content
Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of harvesting greater productivity and competitive advantages. Managing and valuing diversity is a key component of effective human resource management, which can improve workplace productivity.
Supervisors and front-line managers are the first to evaluate and apply diver...

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...inal, as people’s behavior and attitudes are constantly changing due to current trend. Diversity management benefits organization by giving exposure of opportunities and future challenges to everyone in the workforce.
The most general used perspective to explain the negative impact of organization diversity is social identity theory. In-group members are expected to share common interest and behavior because it is parallel with one's arrogance. It is predictable that people will exhibit bias toward others of their in-group, and a conflict behavior with out-group members.
Managers need to appreciate the pros that diversity brings in. Respecting individual differences will benefit the workforce by increasing work productivity.
In conclusion, no doubt the workforce will be a valuable asset if it is managed correctly and the opposite when it is not being pinpointed.