Diversity in the Workplace
The increase in globalization has resulted in greater levels of interaction of individuals from diverse cultures and beliefs than ever before in the history of the world. As noted in the work of Green, Lopez, Wysocki and Kepner (2002) "People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent." (p.1) Diversity is defined as "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity, and other characteristics." (University of California, San Francisco, 2012, p.1)
Challenges, Barriers, and Benefits to Workplace Diversity
The Multicultural Advantage website reports that there are specific barriers and challenges to workplace diversity and that these are inclusive of: (1) communication; (2) resistance to change; (3) Implementation of diversity in the workplace policies; (4) and (5) Successful Management of Diversity in the Workplace. (2012, p.1) In regards to communication it is stated that there are "perceptual, cultural and language barriers" that must be overcome for success of diversity programs. It is reported that communication of an ineffective nature in the area of relating key objectives of the organization "results in confusion, lack of teamwork and low morale." (Multicultural Advantage, 2012, p.1) In regards to resistance to change it is reported that there are "…always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The 'we've always done it this way' mentality silences new ideas and inhibits progress." (Multicultural Advantage, 2012, p.1) Implementation of diversity in the workplace policies meets with challenges and is noted as the "overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization." (Multicultural Advantage, 2012, p.1) The United States Department of Commerce in alliance with other organizations sponsored a benchmarking study on workplace diversity. The study identified critical success factors to evaluate best practices, which included those of leadership and management commitment, employee involvement, strategic planning, sustained investment, diversity indicators, accountability, measurement and evaluation and linkage to organizational goals and objectives. (U.S. Department of Commerce, nd) The study reported involved the team reviewing a broad range of literature on diversity and identification of more than 600 organizations that are widely recognized for their achievements in the area of workforce diversity. Leadership plays a key role in diversity in the organization and it is reported in the study that for one of the partners 'Ten Core Commitments" "represent the values and define the spirit of the organization -- diversity is one of these core commitments." (U.S. Department of Commerce, nd) One partner is reported to build the organization's diversity strategic plan upon the core values of: (1) respect for the individual's dignity; (2) integrity; (3) trust; (4) credibility; (5) continuous improvement; and (6) personal renewal. (U.S. Department of Commerce, nd) The work of Kerby and Burns (2012) report ten economic benefits of workplace diversity including those stated s follows:
(1) A diverse workforce drives economic growth.
(2) A diverse workforce can capture a greater share of the consumer market
(3) Recruiting from a diverse pool of candidates means a more qualified workforce.
(4) A diverse and inclusive workforce helps businesses avoid employee turnover costs.
(5) Diversity fosters a more creative and innovative workforce.
(6) Businesses need to adapt to our changing nation to be competitive in the economic market.
(7) Diversity is a key aspect of entrepreneurialism.
(8) Diversity in business ownership, particularly among women of color, is key to moving our economy forward.
(9) Diversity in the workplace is necessary to create a competitive economy in a globalized world.
(10) Diversity in the boardroom is needed to leverage a company's full potential. (Kerby and Burns, 2012, p.1)
The role of workplace leaders is evolving in the face of diversity as noted in the work of Visagie and Linde. The work of Visagie and Linde (nd) report that managerial models that are known to have "evolved during the 20th century" can be divided into two groups: (1) The classic theories before 1938; and (2) the contemporary theories after 1938. During the first 25 years of the century Fayol and Taylor's industrial revolution management model held that the role of mangers was that of "planning, organizing, commanding, coordinating and control." (Visagie...
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