Work place diversity Research Paper

Therefore, diversification of both profit and non-profit organizations ensures that they remain competitive. For the future success of an organization, management of diversity in the workforce is important. Sykes et al. (2013) established that the management of any organization is therefore expected to prioritize on workplace diversity since a key element of an effective people management in the workplace is managing diversity. Diversity can generally be described as noticeable heterogeneity. Additionally, greater work productivity as well as competitive advantages can be brought about by diversity. (Bond & Haynes, 2014). Despite it being an issue that many organizations have struggled to fight with, a majority of workers have experienced discrimination at work place first hand, at least once in their life. Discrimination can be gender based, religion based, racial discrimination or simply cultural discrimination.

This sort of discrimination can affect the inferior party in a number of ways, for example, poor pay and being over worked as well as having them do jobs outside their job description. The employees are taught on how to benefit from the company’s diverse backgrounds. Training helps the staff understand the legal implications of diversity in an organization. For example, it provides knowledge on the legal consequences of harassment and discrimination. This consequently enables employees work together through sharing of experiences and tolerating of each other’s differences (Hay-Thomas, 2017). Additionally, companies with a diversity committee where members represent all facets of the organizational work force, has ensured that diversity programs are developed and supported accordingly. This has enabled them acquire competent as well as diverse personnel.

In order to promote diversity, some companies have used company intranets, where a diversity page is included in the company website and the diversity committee can provide updated information about the activities of the organization with regards to diversity programs. Intranet use in companies has enabled employees meet with colleagues from other affiliate organization of the company they are working at since meeting personally is not possible often (Armstrong & Societe Radio-Canada, 2017). In companies where employees have been encouraged to participate in professional and civic organizations it has been to promote diversity. This has provided great networking opportunities and has enabled organizations foster collaborations that could enhance future access to diverse candidates (Hay-Thomas, 2017). Some of the direct positive effects of diversity in the work place are; increased market opportunities, an improved business image and improved creativity among employees.

The positive effects are advantageous to an organization especially in an increasingly competitive business environment. However, despite all the benefits associated with having a diverse work force, its management has proved to be challenging. This is because, managing diversity is not simply acknowledgement of differences among people; there is more to it (Kaplanian-Buller & Hellmann, 2014). Conclusion A diverse workforce is a manifestation of global change and a changing marketplace. , & Sundin, E. From Managing Equality to Managing Diversity: A Critical Scandinavian Perspective on Gender and Workplace Diversity. Handbook of Workplace Diversity, 96-121. doi:10. n5 Gordon, P. , & Ramburuth, P. (n. d. Religious Diversity, Identity, and Workplace Inclusion. Religious Diversity in the Workplace, 60-80.  R. Diversity and Workplace Spirituality. Diversity and Inclusion in the Global Workplace, 81-107.