about diversity

The word "diversity" refers to the number of variations that occur among people in a given organization. The topic of diversity has been an evolving issue in some social settings. It is often referred to as difficult because it addresses gender, ethnicity, ethnic groups, income, and other social factors. As a result, this article has outlined some of the advantages of diversity. The advantages have been discussed in terms of workplace and other institution diversity. Since it also raises some obstacles, the paper examines the potential issues and some of the guidelines that can be used to aid in the implementation of I diversity in the workplace and other institutions.
Diversity
As explained by Vaidya , Wanjari,& Shirigirwar (2013), diversity refers to a variety of difference that exists between people in a given organization. The aspect of diversity encompassed all gender, race, ethnic groups, personality, cognitive styles, organizational function, tenure education and one's background. It does not only involve how individuals perceive themselves, but also how they are perceived by others. The perception that other people have towards their colleagues tend to affect their interaction.
For the majority of individuals to function efficiently in a given organization, the human resources professionals, for instance, need to look at specific issues such as adaptability, communication, and change. As attributed by Barak (2016), diversity is likely to increase significantly in the coming years. In light of this, successful organizations are currently recognizing the need for the immediate action and are also ready and also willing to spend more resources to help in managing diversity at their workplace and institutions.
There are various benefits that are attributed to diversity especially at the workplace. It is usually viewed that an organization’s success and its level of competitiveness majorly depend on its ability to be able to embrace the diversity and realize its benefits as well. Some of the possible benefits include; increased adaptability, broader service range, a variety of viewpoints, better effective execution.
For the increased adaptability, most the organizations that are employing a diverse workforce are in most cases able to supply a quite greater variety of solutions. This kind of solutions could be significant in servicing, location, and sourcing of the organization resources.


People from Diverse Background
When it comes to the broader service range, diverse collection of skills and experiences can bring a wider range of service to the organization. It is also able to bring about a wide variety of viewpoints. With the existence of diversity in any institution, there are various viewpoints that can be withdrawn from the individuals.
As much as the aspect of diversity could be said to be beneficial to any institutions that have decided to implement it, it also poses some other challenges. Some of the possible challenges to diversity include; communication, resistance to change, implementation of the diversity policies and management of diversity in various institutions
For communication as a challenge, it is unusually recorded that perpetual, language barrier and cultural difference are usually some of the factors that need to be overcome so as to ensure that diversity programs are successful. Inefficient communication in various instances has led to the lack of teamwork and the ovrralmorale.
For the resistance to change as a challenge, there are usually some employees and individuals who will just refuse t to accept the fact that the cultural and social makeup of their respective institution is changing.“ We have always done it this way” mentalities tend to silence some of the new ideas and also inhibits progress.
The other challenge is the management of the diversity in the workplace or an institution, the training alone could not be sufficient for an organization diversity management plan. In light of this, there should be relevant strategies that are created and implemented to create a culture of diversity that will be able to remit every department and any functioning unit of the organization.
To overcome these challenges, there are usually recommended steps that have helped most of the organization to overcome diversity. First, it is of importance to look at the assessment of diversity in the workplace. The majority of the top companies are fond of making the aspect of diversity progress an integral part and parcel of their management system. This process has been seen to be helping any firms and organization to determine some of the challenges and various obstacles to help in managing the institution diversity (Bond & Haynes, 2014).
The second recommendation has been the development of diversity in the institution plan. This involves the aspect of choosing the survey providers that will be able to avail a comprehensive reporting in some of the key decision that pertains diversity. As such, the plan must be comprehensive, measurable and attainable.
Finally, it is also advisable to implement the diversity into the workplace plans. The personal commitment of both the executive and managerial teams should be considered. As such, leaders in any organization should be able to incorporate diversity tend to originate at the top of filter downs wards.
For the workplace where employees are involved, the following recommendations can be used to help strengthen diversity. First, it is important to involve employees that could be possible in formulating and executive initiatives in the work place. Secondly, it is also necessary to foster an attitude of openness in an organization or workplace. Thirdly, promoting diversity in the leadership position could also help in managing diversity, and finally, the organization can also benefit from fully utilizing the diversity training. The training in its self can be used as a tool to help in shaping the diversity policy.

Reference
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Bond, M. A., & Haynes, M. C. (2014). Workplace diversity: A social–ecological framework and policy implications. Social Issues and Policy Review, 8(1), 167-201.
Carthon, J. M. B., Nguyen, T. H., Chittams, J., Park, E., & Guevara, J. (2014). Measuring success: Results from a national survey of recruitment and retention initiatives in the nursing workforce. Nursing outlook, 62(4), 259-267.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity. Pearson.
Janssens, M., & Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331.
Jonsen, K., Tatli, A., Özbilgin, M. F., & Bell, M. P. (2013). The tragedy of the uncommons: Reframing workforce diversity. Human Relations, 66(2), 271-294.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity Management (Online), 9(2), 89.
Trax, M., Brunow, S., & Suedekum, J. (2015). Cultural diversity and plant-level productivity. Regional Science and Urban Economics, 53, 85-96.
Vaidya, R., Wanjari, V., & Shirigirwar, N. (2013). An empirical study of managing diversity at workplace with special reference to Indian organization. ASM’s International E-Journal of Ongoing Research in Management and IT, 1-9.

Deadline is approaching?

Wait no more. Let us write you an essay from scratch

Receive Paper In 3 Hours
Calculate the Price
275 words
First order 15%
Total Price:
$38.07 $38.07
Calculating ellipsis
Hire an expert
This discount is valid only for orders of new customer and with the total more than 25$
This sample could have been used by your fellow student... Get your own unique essay on any topic and submit it by the deadline.

Find Out the Cost of Your Paper

Get Price