Diversity In The Workplace




As companies are becoming more and more
diverse itís becoming more and more important for companies to understand
and manage it. The people of different background, races, religion creates
diverse workforce. There is an importance of having diverse workforce to
provide better performance. There are perspectives of managing the diverse
workforce, which require organization leaders and managers of being responsible
of attaining better diverse workforce.


Diversity means differences, difference
of age, sex, race, religion and culture etc. People with different demographic
differences working in the organization makes diverse workforce. And it
is becoming more important for the organizations to know about these differences
and how to manage it. Diversity is also the common issue in the workforce
environment, in some companies employees often get discriminated or misunderstood
because of the diverse features.

So it is important for the companies to
manage the diversity workforce to value best performance. Most important
aspect these days is to train the managers to handle the diverse workforce.

What is the managerís role in handling the diverse workforce?



Many organizations are engaging in activities
to manage their employees of different genders, ages, race, sexual orientations,
etc. When demographic diversity is valued, all employees, even
the non-traditional (i.e., other than white males), are encouraged to
participate fully and develop their unique skills and perspectives.

a) GROWTH: Diversity is increasing
everyday in everyday in every organization; In America 1 in 4 Americans
belongs to a minority or is foreign-born. Women, who currently make up
less than half the work force, are expected to fill 65 percent of the jobs
created during this decade.
\'\'Whether you are a business owner,
executive, salesperson or customer- service professional, your success
will increasingly depend on your ability to function in a culturally diverse
marketplace,\'\' (Profiting in America\'s Multicultural Marketplace"\' Lexington


Over the next decade, companies realize
that they must have a diverse workforce and that each member of that workforce
must truly embrace principles of diversity to realize the longevity, growth,
and increased profits. Women, people of color, and immigrants will soon
hold almost three- quarters of all jobs in this country (Jackson et al.,

1992; Johnston, 1991).

b) CONCERN: Organizations are getting more
concerned of developing the diverse workforce over the years to attain
better result and competitiveness.

Organizations have been advised to attract,
develop, and retain males and females of all ages, skin colors, cultural
backgrounds, and physical capacities to remain competitive (Cox and Blake,


c) NEED:

Companies that accommodate the special
needs of the demographically diverse workforce (by redefining the structure
of the work day for those with childcare and/or eldercare responsibilities,
or providing qualified assistants and/or apparatus for employees with disabilities)
will become more appealing places to work and will thereby reduce absenteeism
and turnover costs. They have also asserted that organizations that value
differences will cultivate non-traditional markets, by dint of their apparent
progressiveness and their ability to assess non-traditional preferences;
and will enjoy greater creativity, problem solving, and responsiveness
as a result of the wider range of viewpoints brought to bear on tasks.
(Cox and Blake, (1991)


Why should companies concern themselves
with diversity? Many managers answered this question with the assertion
that discrimination is wrong, both legally and morally. But today managers
are voicing a second notion as well. A more diverse workforce, they say,
will increase organizational effectiveness. It will lift morale, bring
greater access to new segments of the marketplace, and enhance productivity.

In short, they claim, diversity will be good for business.

Research stated that the Canadian companies
leading the way in the area of diversity management have discovered that
by embracing the elements of ethnic and cultural diversity in their workforce
they have enhanced their ability to understand and tap new markets, both
within Canada and abroad.

"Research generated from a variety of
fields predicts that important benefits will accrue from demographic heterogeneity
in organizations by increasing the variance in perspectives and approaches
to work that members of different identity groups can bring" (e.g., Thomas
and Ely, 1996).


As the companies of today are getting
more and more diverse, the need of managing the diverse workfare is increasing.

All Countries specially USA and Canada are having more diverse workforce
everyday. So it is becoming important for the companies manage the diversity
to get better results out of employees.

Research stated that Forward-thinking

Canadian organizations have recognized that competing successfully in the
new global marketplace requires more than the latest technology, most efficient
production processes, or most innovative products. Canadian organizations\'
competitive strength is increasingly contingent on human resources. Competing
to win in the global economy will require an ability to attract, retain,
motivate and develop high- potential employees of