Value Diversity Case Study

Harlem A. Guab

Student ID: 001029692

Subject: Value Diversity

Celebrating Diversity Diversity is real and exists in any organisation. The need to recognise and embrace diversity necessarily means that it should be taken into full account by understanding the issues surrounding it to optimise its valuable benefits. At the same time, diversity management in the workplace rests on the awareness of factors and risks associated of diversity. Any successful organisation deals with the presenting risk factors of diversity and delicately balances its techniques to make room for business growth and development. The following discussion highlights the benefits and risks associated of diversity. It aims to unpack some of the remarkable positive

When diversity is not taken into full account or at least not well managed, an organisation does not fully address the needs of its members. Put simply, when an organisation does not put premium on diversity, it comes short in integrating the desires and potentials of the huge portion of its workplace. Inability to manage diversity put risks to organisational growth and sustainability. A claim can also be said that valuing diversity does not provide tangible or direct results or proof of productivity and job satisfaction to the workforce. It is also difficult to prove that managing diversity directly correlates to high performance, greater job satisfaction and improved competitive advantage. It is but reasonable that promoting and valuing diversity be subject to continuous examination in order to establish the tenability of its supposed benefits to the organisation. Diversity is also in danger among employees who suppress their diverse or unique characteristics when drawn towards simplistic and convenient conformity to the stereotype of a ‘good employee’. One of the outstanding factors that weakens diversity is the general attitude of the management and leadership approaching diversity more as a challenge than opportunity for business growth. Resistance to diversity is more than an attitudinal issue. It also reflects the leadership and management approach that

Promoting and valuing diversity is nothing short of celebrating diversity that yield promising results and opportunities. Without disregarding the risks associated of it, a careful diversity management could overturn the challenging issues of diversity into more positive features or opportunities of an organisation for growth and sustainability. I affirm that celebrating diversity is not merely glamorising its benefits but also assuming realistic ways or mechanisms to examine or address the risks associated. Diversity management is as critical as taking care of the organisation’s operations and overall enterprises. To value diversity means to celebrate it in the workplace through concrete programs and