Periodic interactions among employees help in surfacing diversity-related issues of the employees, and to promote diversity vision and values. A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. Diversity helps them to better understand international markets.
When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Promoting workforce diversity is a process that takes place in many stages and on many levels.
It emphasizes on identifying and eliminating the obstacles to hiring and promoting women and minorities on the assumption that eliminating these obstacles will result in increased utilization of women and minorities.
An organization should try to maintain a balance between mature and young employees because it provides the organization a competitive benefit.
There will be more globalization of corporations, which will lead to a more global workforce, marketplace, and economy Diverse work teams will be a reality in organizations Diversity will become more of a business concern than a social concern and be more closely linked to competitive strategies Diverse populations will make more money and spend more money and this increase in wealth will empower diversity Senior managers will become more involved in diversity issues because they will realize that the diverse workforce needs to be better utilized in order to remain competitive More managers will face the challenge of dealing with backlash and diversity training will be integrated more with other types of training.
Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.
This includes both the visible and relatively easily demonstrable personal characteristics such as gender, age and ethnicity, as well as the less visible personal characteristics, such as competencies, needs and wants, work styles and character traits.
Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. An Introduction to Workforce Diversity Management An Introduction to Workforce Diversity Management Today, at the beginning of the 21st century, the world is submerged in a wide range of demographic trends which have the potential to radically change the demographic, cultural and ethical mixture of the population in many countries within just a few decades.
Workforce diversity management is a strategic process to manage a diverse workforce-including the fight against stereotypes, prejudice and all kind of discrimination due to the individual perceptions and assumptions- in the manner to maximize the benefit and minimize barriers of different opinions, behavior and attitudes of human beings within a company.
Diversity will increase significantly in the coming years. Affirmative action refers to legally mandated written plans and statistical goals for the recruitment, training and promotion of specific under-utilized groups.
The best way to overcome the type of threat posed by diversity consultants promising amazing results at high consultant fees is to consult other businesses in your industry. The issue of mandatory training may not be well-received by employees, and thus the training may be ineffective.
Rather, this type of examination is valuable in determining how your business practices affect diverse populations within your workplace, your community and your client base.
It is seen as a strategy for improving organizational competitiveness and efficiency. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.
For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Workforce diversity management is a strategy that is intended to foster and maintain a positive workplace environment.
Companies, especially big multinational players which have to deal with these changes, are growingly forced to react. The worrying aspect about this issue is that despite policies and rules governing gender specific issues in most organizations, there is little evidence to show that they are being followed.
Each aspect is applied to the current business practices to evaluate effectiveness, efficiency and profitability.
This type of analysis can be used to look at business practices overall, or just one business activity, such as diversity training. Ford has a well-defined diversity policy aimed at creating an inclusive corporate culture.
Why is Management of Diversity Important? Gender Sensitization We have devoted a separate section on gender sensitization because when compared to other issues in managing diversity, this is the most pressing issue because of the preponderance of women in the workforce as well as recent trends that point to the emergence of this single issue as the dominant issue that is taking the mind space of managers.
It focuses on managing the mix of individuals assigned to a task, involved in the subordinate-supervisor relationship, or employed in the organization.
They also differ in terms of lifestyle, choices available, perspectives, attitudes, value system, beliefs, behaviors, expectations, skills and experiences.Workforce diversity is a valuable asset for any business that seeks a competitive advantage in the global economy. Learn about the issues associated with workforce diversity and take a quiz to.
When a business wants to conduct an analysis of its productivity and potential success, a SWOT analysis is commonly used. SWOT stands for strengths, weaknesses, opportunities and threats. Each aspect is applied to the current business practices to evaluate effectiveness, efficiency and profitability.
"An Analysis of Work Specialization and Organization Level as Dimensions of Workforce Diversity." In Diversity in Organizations: New Perspectives for a Changing Workplace, edited by Martin M.
ChemersStuart Oskamp and Mark A. Costanzo,The Claremont Symposium on Applied Social Psychology. 1 I. Introduction Calls for workforce diversity abound; arguments in support of diversity at the workplace suggest that we are a better society when we work together.
Managing Workforce Diversity How administrators manage workforce diversity greatly depends on the needs of the organization.
For example, some companies may want a diversified work force in order to make them more competitive in the global market. • Gap analysis is the process of comparing information from the supply analysis and demand analysis to identify the differences — the gaps— between the current organizational competencies and the competency set needed in the future workforce.Download