Cultural Diversity
Diversity and inclusion within an organization give access to various skills and viewpoints, resulting in increased creativity and revenue.
This is a result of the continued growth of the domestic workforce and the globalization of industries.
It is always easy talking about the idea and meaning of cultural diversity. Still, the methods used during the recruiting process have a big impact on the way diversity is created within a given organization.
Cultural Diversity in the Workplace
Managers and supervisors must be aware of the changing and evolving nature of the workplace. Managerial skills must evolve to meet a multicultural work environment because managing diversity is a major organizational challenge.
Companies must accept diversity and seek ways to become more inclusive, as diversity can increase work efficiency while providing a competitive edge. Diversity offers a priceless strategic advantage. Managing diversity is an important part of successful organizational people management.
Culture is made up of traditions values and norms that usually have a great effect on how people from certain groups interact, behave perceive, and their judgment calls (Roberson, 2019).
Organizations also need to review their management strategies and implement fresh and innovative approaches to managing employees due to demographic trends (women in the workplace, corporate transformation, and equal opportunity legislation). Job efficiency and customer support can improve as a result of positive changes toward diversity in the workplace.
The Power of Diversity
A diverse workforce reflects the changing nature of the world and the marketplace. Organizations benefit greatly from diverse work teams. Individual differences can favor the workplace by giving it a competitive advantage and boosting efficiency.
Unfortunately, there is no one-size-fits-all approach to success. It is primarily dependent on the manager’s ability to recognize what is best for the company based on teamwork and workplace dynamics.
Diversity helps to improve and boost problem-solving skills among individuals, as well as bring a sense of satisfaction and efficiency. The spirit of creativity, and being encouraged to participate in various activities help to fuel the success of a business.
Organizations that are more diverse cultures are more likely to retain top talents. Organizations that rank high in diversity are 21% more likely to rank above average in income (Hunt et al., 2018).
Managing diversity is a multi-step method for building a welcoming workplace for everyone. An effective manager should concentrate on personal knowledge while building a strong diverse workforce.
Diversity Sustain Innovation
In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organization’s success.
Both employees and employers benefit from diversity. In the workplace, diversity will minimize litigation while also increasing marketing opportunities, recruiting, innovation, and the company’s image.
Managing a diverse workforce poses some difficulties. Diversity management entails more than just recognizing individual differences. It entails appreciating differences, fighting prejudice, and fostering inclusivity.
Managers can also face staffing and productivity losses as a result of bias and discrimination, as well as lawsuits and legal cases brought against the company. More than equal employment opportunity and affirmative action are involved in managing diversity. Managers should expect gradual change while also promoting it.
People from different backgrounds bring unique perspectives and skills to any organization in form of flexible innovation ideas that may be a solution to the changing consumer demands and markets (Roberson, 2019).
Effective managers understand that certain skills are required to build a diverse and competitive workforce. Managers must first comprehend prejudice and its ramifications. Second, administrators must be aware of their own cultural stereotypes and perceptions.
Person variations, rather than group differences, are the source of diversity. Each individual is distinct and does not reflect or speak for a specific community. To be competitive in the future, businesses must learn how to handle diversity in the workplace.
Conclusion
Understanding and celebrating cultural differences must be rooted and respected in the company culture for a culturally diverse workforce to function as a successful organization. A well-managed diverse workforce is essential for responding to an increasingly diverse market.
Culture is the instrument through which everything and everyone is assessed, it is through a culture that people evaluate what is right and wrong or what is naturally normal and abnormal.
Associates benefit from diversity management because it creates a fair and safe atmosphere where everyone has equal access to opportunities and face similar challenges. In a diverse workforce, management resources, such as laws and regulations, can be used to teach people about diversity and its problems.
References
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88.
Hunt, V., Prince, S., Dixon-Fyle, S., & Yee, L. (2018). Delivering through diversity. McKinsey & Company, 231.