diversity in work place

Diversity in the Workplace
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According to this article, the authors emphasize on say that the world’s rapid increase in globalization and how it needs interaction between individuals from different backgrounds, cultures, and beliefs than it was earlier on. People have changed from the notion of living and working in an insular marketplace; they have become a part of the global economy with high competition rates coming from almost every corner of the world. Due to this reason, the non-profit and profit organizations need diversity for them to be creative and embrace the panels of change. The most important thing nowadays for most organizations is maximizing and capitalizing on the workplace diversity for better management.
The article further gives the best meaning of diversity which is the acknowledging, accepting, valuing, understanding and celebrating the differences among individuals in relation to age, ethnicity, class, gender, sex, spiritual ability, public administration, race and both physical and mental ability (Esty, et al., 1995). Diversity problems are now taken as significant and projected to be even more significant in days to come. It is due to the rising disparity in the U.S population. Companies need focusing on diverse working conditions and looking for means to become inclusive companies as diversity can yield more outcomes and competitive strategies.
He continues saying that demographic changes will oblige organizations to audit their management practices and grow new and inventive ways to deal with managing individuals.

Changes will build work performance and customer services. The management and valuing of diversity is the major component of effective individual management, which can enhance the workplace productivity.
The author talks about having women work in most workplaces and that the need to fully get the bottom line of diversity is in a way driven by the women in the workplace. They continue saying that today’s workforce has a large number of employment participant being women. The number of single and dual income families has also increased. The change in family stature also portrays the notion of few men and women in the traditional family obligations. Diversity issues have the concern of both gender and race.
There is also the issue of organization restructuring where there has been a significant transformation in most organizations due to outsourcing and downsizing. It has greatly affected the field of human resource management. Due to the impact of technology and globalization, there has been a trend towards the more working hours. Organization reorganization often ends up with fewer people doing more work. Under the legislation topic, the authors talk of the State, and Federal same opportunity legislation is making discrimination in most working places illegal. Such laws help people to know the rights and obligations of the employees and associates in the work environment, and both groups are held accountable in case of work discrimination.
Challenges are there when dealing with a diversified workplace. Controlling diversity is greater than essentially recognizing the differences in individuals. It includes perceiving the value of disparities, promoting comprehensiveness and curbing discrimination. Managers might likewise be tested with mismanagement of the staff and work outcomes because of preference and complaints, discrimination and legal precautions against the company.
Negative approaches and practices can be obstructions to companies’ diversity as they can worsen working connections, spirit, and work outcomes. Such practices incorporate workplace stereotyping, prejudice and segregation, which ought not to be in use by the HRM for maintenance, hiring, and termination.
The article has also emphasized on the required tools for managing diversity. It is clear that effective managers are always aware that there are certain skills that are necessary for making a successful and diversified workforce. Managers ought to understand that discrimination has its consequences. They must know their prejudices and cultural biases. Diversity has never been about the differences among various groups. It’s about the differences among the individuals. Each person is unique and can’t represent a specific group. Organization managers should be willing to bring change in their companies, and the organizations have to know how to control diversity for them to have success in their future endeavors.
Shockingly, there is no any success formula. It chiefly depends on the associate’s capacity to get what is good for the association based on collaboration and the working environment’s dynamics. As per Roosevelt (2001), overseeing diversity is a major trend for making a workplace that includes everybody. At the point when making a fruitful diverse workforce, a powerful administrator needs to focus on personal presentation. Both managers and employees should be mindful of their personal imbalances. In this way, companies should create, execute, and keep up continuous processes as a one-day session won’t alter people’s behavior in the places of work (Koonce, 2001). Organizational managers should also know that fairness should not be primarily balanced. There are some times when there are exceptions to the main issue. Overseeing diversity is more than equivalent job opportunity and governmental policy regarding minorities in society (Losyk, 1996). Managers should anticipate that change will be minimal while they empower change.
A diverse work personnel is an impression of a dynamic environment and commercial center. Diverse work teams convey high esteem to organizations. Respecting singular differences will advantage the work environment by making an aggressive edge and increasing work profitability. Diversity management is advantageous to the associates when they make a reasonable and safe place where everybody can access the challenges and opportunities. Management devices in a diversified workforce need to be used in instructing everybody on diversity and its problems, including regulations and rules. Most working environments are comprised of diverse trends and cultures, so companies need to figure out how to adjust to being successful. A diverse accumulation of abilities and experiences (e.g. culture and language) permits a company to give service to clients on a global premise.
In my view, diversity is the backbone of every organization. I truly agree with the article and its different perspectives towards diversity in the workplace. Most people tend to discriminate various employees or tend to form the out-group and in-group in the workplace and forget about coming together for the better of all. It is a challenge posed to the managers of various organizations and what they ought to do for them to take their organizations to higher levels. It is through diversity that many organizations will improve their productivity. It is through various approaches that when organizations will actively assess their handling of workforce diversity problems, implement and develop diversity plans, they will get multiple benefits and have a fruitful future. In my opinion, diversity is the only way out for organization’s success, and leaders in all organization should practice it and enjoy the fruits of their labor.
The link to the article: https://edis.ifas.ufl.edu/hr022
References
Esty, Katharine, Richard Griffin, and Marcie Schorr-Hirsh (1995). Workplace diversity. A
managers guide to solving problems and turning diversity into a competitive
advantage.Avon, MA: Adams Media Corporation.
Loysk, Bob. (1996). Managing a changing workforce: Achieving outstanding service
with today’s employees. Davie, FL: Workplace Trends Publishing.
Koonce, Richard. (2001). Redefining Diversity: It’s not just the right thing to do; it also
makes good business sense. Training and Development, December.
Rooselvet Thomas, R. Jr. (2001). Elements of a successful “diversity” process. The
American Institute for Managing Diversity. Available on the World Wide Web at
http://www.aimd.org/articles/elements.html. Date visited, February 8, 2002.