For a number of employees to work effectively in an organisation, human resource professionals have to deal with issues like communication, adaptability, and change. In the coming years, diversity will significantly increase.
Successful organisations are aware of the need for immediate action and are willing to spend resources to manage diversity in the workplace now.
Advantages of Workplace Diversity
An organisation must possess the ability to embrace diversity and realise the advantages to succeed. When organisations develop and implement diversity plans, multiple advantages are reported including:
Organisations, that employ a diverse workforce, supply a huge number of solutions to issues in service, sourcing, and allocation of resources. Each employee comes from diverse background and
Wider service range
Different skills and experiences (e.g. languages, cultural understanding) allow an organisation to give service to customers on a global basis.
Number of viewpoints
A diverse workforce that communicates varying viewpoints provides bigger ideas and experiences. The company can draw from that pool to meet business and customers needs more effectively.
More effective performance
Organisations with diversity in the workplace inspire its employees to work to their highest capability. Company-wide strategies can then be performed; resulting in higher profit, productivity, and return on investment.
Challenges of Workplace Diversity
Workplace diversity has its own challenges with the number of benefits. Some challenges include:
Communication – For the success of the organisation, it is vital to overcoming the perceptual, cultural and language barriers. Ineffective communication results in confusion, low morale and lack of teamwork.
Resistance to change – Some employees refuse to accept the reality that their changes in the social and cultural makeup of their workplace. The “everyone must do the old way” mentality silences new and creative ideas and stops progress.
Implementation of workplace diversity policies – The diversity advocates must build and implement a customised strategy to maximise the effects of workplace diversity for their particular company.
Successful Management of Workplace Diversity – Diversity training alone is not enough for your company’s diversity management plan. A strategy must be made and implemented to make a diversity culture that permeates each department and function of the company.
Suggested steps that have been proven successful in world-class companies are:
Assessment of workplace diversity – Top organisations make assessing and evaluating their diversity procedure a vital part of their management system.
Development of workplace diversity plan – Choosing a survey provider is a key decision that gives comprehensive reporting. That survey will be the beginning structure of the workplace diversity plan. A company must decide what changes has to be made with a timeline to attain that change.
Implementation of workplace diversity plan – Management cooperation and participation is needed to make a culture conducive to the success of your company’s plan.
Suggested workplace diversity solutions include:
Foster an open attitude in your company. – Encourage your employees to express ideas, viewpoints, and opinions. Give a sense of equal value to all.
Diversity in leadership positions – This practise gives visibility to various employees in the workplace. Use diversity training as a tool to shape your company’s diversity policy.
As the economy is becoming more global, our workforce is becoming more diverse. The company’s success and competitiveness depend on the ability to handle workplace diversity effectively. Starting today, evaluate your company’s diversity policies and plan for the future.
Social Diversity Trends and Examples
1. Increase in minority workforce.
Today’s workforce is comprised of a very diverse population of people from different backgrounds of the world, which makes dynamic multiracial and multicultural companies. These people come with different skills, abilities, and experiences.
2. The second trend is an increase in stereotyping and preferences.
This can be difficult to avoid when different cultures come together in a workplace. For instance, many executives are against hiring female engineers. These executives are from the old school and think that the female engineers will not be as dependable because of possible maternity breaks.
3. Another trend organisations are embracing is the sensitivity or diversity training.
This sort of training instructs all employees regarding social differences so that they can comprehend and value each other. The reason of sensitivity training is to instruct employees how to appropriately act and communicate in a professional workplace.
The employees will improve their communication skills and learn appropriate terminology, proper etiquette, anti-bullying management styles and ways to eliminate sexual harassment inside an organisation.
4. The fourth trend is a vast increase of females in the workplace.
In the recent years, women participation in the workplace has grown significantly to represent for almost half of the workforce.
5. Another trend is that companies are hiring people with disabilities and accepting different capabilities.
While still underused, companies are rapidly starting to understand that disabled workers are a fundamental part of the workplace. New technologies and accommodations have allowed companies to recruit and use disabled workers in their workforce.
Ways To Increase Workplace Diversity
Promoting workplace diversity has bottom line advantages. Approach the hiring process comprehensively — retaining employees can be harder than enrolment. This is particularly true for organisations in less diverse regions where relocated minority workers may feel separated.
Take an active role in helping them adjust to the work culture as well as in their new groups.
First, identify the company’s needs. The workforce should resemble the communities that the company operates in. Develop a hiring strategy to expand workplace diversity.
To get connected with the candidates, talk to local companies with community connections, such as churches, cultural institutions, and colleges. Enlist help from nonprofits that provide searchable channels of minority job seekers.
Expand search to other cities, states or countries. The Internet makes it easy to cast a broad net. Approach workers for referrals. The relationship can help new workers adjust to the move. Provide rewards for successful referrals.
Establish a meritorious hiring practise that is race, gender, age, and minority neutral. Create a committee to actualise the strategy and think of new ideas on ways to attract more diversity to the organisation. Amend the organisation purpose statement to reflect this change.
Make the job more convincing to job seekers by emphasising details that will pull diverse candidates. Be socially sensitive while depicting what makes the organisation a good workplace. Give diversity training in the workplace.
All workers should comprehend that hiring decisions depend on finding the best candidate. Making the enrolling process simple can help ease the minds of sceptical workers. Managers must understand the advantages of a diverse workplace and support the practise to implement personnel policies.
Provide new employees a reason to stay. Put time and effort in retaining new hires. Familiarise them with the job and organisation culture. Initials weeks can be a difficult time for any worker. It’s vital to show they have a future in the organisation.
Employees must be reassured their uniqueness are assets. Learn from mistakes. If minority employees are leaving the organisation, be willing to make changes and curb future losses.