Managing diversity is defined as, “planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized whiles it potential disadvantages are minimized,” according to Taylor Cox in “Cultural Diversity in Organizations”.(1) Managing diversity can also be defined as acknowledging peoples differences and seeing these differences as valuable to the company.(2)
Three statements that should be remembered when approaching diversity management: 1. It must be intentional; it doesn’t happen as a side effect of managing other processes or doing your own job. 2. It’s about people so it requires contact with them.
3. It can be time consuming and labor intensive.
There are many tools that are helpful with managing diversity within a business. One being: the ability to handle conflict between employees. Disagreements that are caused by differences among individuals in the work place should be handled promptly and sufficiently in order to prevent a decrease in productivity. When handling conflicts among coworkers, managers should always be fair and thoroughly investigate the issue. No one person should have the blame placed entirely on him or her. Rather, each person should be shown the importance of his or her coworker’s role in the office.
Another tool for managing diversity and avoiding arguments is good communication. Employees should always be encouraged to express their concerns to the manager as they arise, instead of waiting until they become an issue. Managers should always be open with their employees in order to make them feel more comfortable approaching their manager with questions or concerns. Managers should also spend time during the workday visiting employees in person. This gives a chance for informal conversation; this helps to form a more comfortable work environment and will make employees feel like an important member of the...