Advantage of having a diverse organization
The advantages of having a diverse organization
The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, all organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. That’s the reason that I chose this topic to talk about below.
Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, 1995)
Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions.
Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Hence, companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages.
According with Black Enterprise: “Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity.” (Black Enterprise, 2001).
As well as ensuring that people from different groups do not suffer discrimination, recognizing diversity means understanding how people’s differences and
The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, all organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. That’s the reason that I chose this topic to talk about below.
Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, 1995)
Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions.
Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Hence, companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages.
According with Black Enterprise: “Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity.” (Black Enterprise, 2001).
As well as ensuring that people from different groups do not suffer discrimination, recognizing diversity means understanding how people’s differences and
References: Black Enterprise. (2001). Managing a multicultural workforce. Black Enterprise Magazine. 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.