Workplace Diversity in Organisations
Workplace diversity encompasses race, gender, ethnic groups, citizenship status, mental and physical conditions among people. The vision, mission and strategy are the driving force to workplace diversity. They are recommended as they communicate strategies around the three pillars of diversity including workforce, workplace and marketplace.
For an organisation to grow, workplace diversity is important to be considered. Managers are the key players to ensure workplace diversity is implemented; they should get a hiring team that is not biased to ensure best performing characters.
With qualified characters, workplace diversity becomes so easy to achieve. Creativity is needed when recruiting the personnel in order to get the suitable candidates. Managers should be well trained on the dos and don’ts while hiring. Recruitment policies for the organisation should encourage and embrace diversity(Lambert,2016,pg.68). Managers should get a hiring team that is not biased to ensure best performing characters.
Effective communication is the most important strategy to lay down policies, procedures and safety rules to overcome language and cultural barriers. Operational manuals should be available in understanding what the organisations entails. Pictures and symbols are important for clear communication. Branding and advertising, marketing is used by organisations to reach potential shareholders, customers, clients to boost growth in the organisation(Carstens,F.S.,2017,pg.2122).
Understanding each employee abilities will help on individual merits rather than making assumptions. Employees performances maybe affected by their different backgrounds hence managers need to understand them in order to steer diversity. Workplace diversity helps in realization of individual talents and abilities. Creating work groups helps to reflect diversity in the work place.
Views and experiences will help expand team members working together as a family. A great way to achieve your new team is by successfully navigating your thoughts and actions into the awareness of being more inclusive. Soliciting feedback from the team is essential and online surveys would be the best option to go for.
Diverse team work is encouraged in the work place to enable employees to know and value each other. These will help to eliminate notions and cultural misunderstandings. Managers play a key role in leading the organisation towards diversity. Those in leadership should be well trained to help understand their workers in terms of religion, ethnicity and gender. Self-realisation will be achieved in helping them understand different cultures.
Standards are set for all teams regardless of their background. A layout criterion is set to ensure fairness among all employees (Guillaume, J.F.&-2017 pg.290). The impact of the policies on the groups should considered before being enforced. Discipline is paramount to both employees and managers for diversity to work smoothly. Feedback on policies and practises from employees is important thus the mangers to listen.
Incorporate diverse range of perspectives and talents in order to achieve team organisational goals. Managers should encourage employees to recognise one’s own experience, background, and culture. Recognize each employee’s strengths and weaknesses in order to ensure effective diversity.
Work place diversity may seem challenging to manage and implement but it is the way forward in this competitive market. Innovation and differentiation will be the key competitive aspects in relation to the global market. Measuring diversity is accounted for to help eliminate the errors so that desired results can be achieved.
References
Carstens, J.G. and De Kock, F.S., 2017. Firm-level diversity management competencies: development and initial validation of a measure. The International Journal of Human Resource Management, 28(15), pp.2109-2135.
Guillaume, Y.R., Dawson, J.F., Otaye‐Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), pp.276-303.
Lambert, J., 2016. Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. Journal of Organizational Culture, Communications and Conflict, 20(1), p.68.