WORKFORCE DIVERSITY

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, et al., 1995). Diversity issues are now considered important
and are projected to become even more important in the future due to increasing differences in the U.S.
population. 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 (SHRM, 1995).
Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is an invaluable
competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity is a
key component of effective people management, which can improve workplace productivity (Black Enterprise,
2001). Demographic changes (women in the workplace, organizational restructurings, and equal opportunity
legislation) 2 will require organizations to review their management practices and develop new and creative
approaches to managing people. Changes will increase work performance and customer service.

DEFINITIONS:
Workforce diversity is a workforce consisting of a broad mix of workers
from different racial and ethnic background of different ages and genders,
and of different domestic and national cultures.

Another Definition is:

Work force diversity means that the organizations are becoming more
heterogeneous mix of people in terms of gender, age, ethnicity and sexual
orientation.

IMPORTANCE OF WORK FORCE DIVERSITY:

As workforce demographics shift and global markets emerge, workplace diversity inches closer to becoming a
business necessity instead of a banner that companies wave to show their commitment to embracing differences
and change. Employees reap tangible and intangible benefits from workplace benefits, not the least of which
include respect from co-workers and business gains.

MUTUAL RESPECT
Workplace diversity fosters mutual respect among employees. Whether employees work in groups or teams
comprised of co-workers with varied work styles, or colleagues who represent different cultures or generations, a
synergistic work environment become the norm. Although an idyllic atmosphere may be difficult to achieve,
employees nevertheless recognize the many strengths and talents that diversity brings to the workplace and they
gain respect for their colleagues performance.

CONFLICT RESOLUTION
Conflict inevitably occurs in the work environment. However, employees who acknowledge others differences
often also find similarities, particularly when there are common goals -- production and quality. Respect for coworkers either reduces the likelihood of conflict or facilitates an easier road to conflict resolution. The ability to
resolve workplace conflict minimizes potential liability for employee complaints that would otherwise escalate
to formal matters, such as litigation. Workplace diversity preserves the quality of employees relationships with
their co-workers and their supervisors.

BUSINESS REPUTATION
Diversity in the workplace is important for employees because it manifests itself in building a great reputation
for the company, leading to increased profitability and opportunities for workers. Workplace diversity is
important within the organization as well as outside. Business reputations flourish when companies demonstrate
their commitment to diversity through aggressive outreach and recruiting efforts. An organization known for its
ethics, fair employment practices and appreciation for diverse talent is better able to attract a wider pool of
qualified applicants. Other advantages include loyalty from customers who choose to do business only with
companies whose business practices are socially responsible.

JOB PROMOTION
The importance of workplace diversity cannot be overstated when it comes to an organizations ability to reach
markets in foreign countries. The appeal of global markets creates two kinds of opportunities for employees:
opportunities for promotion and employee development. A global marketplace opens doors for employees with
diverse language skills and multicultural understanding to build global profit centers. Employees interested in
learning multinational business strategy and who are available for possible expatriate assignments may also find
new and challenging career opportunities.

INCREASED EXPOSURE
A diverse workplace offers more than exposure to employees from different cultures and backgrounds.
Employees learn from co-workers whose work styles vary and whose attitudes about work varies from their own.
This is particularly true for employees within multigenerational work environments. Traditional-generation
workers learn new technology and processes from workers who belong to the tech-savvy Millennial generation.
Likewise, Generation X employees learn from exposure to the assertive, go-getter work ethic typical of many
Baby Boomers.

GOALS OF THE WORKFORCE DIVERSITY:

1.
2.
3.

To identify, attract, and retain the best people of each group.

To create a workplace where that talent can perform at its best to maximize shareholders value.
To assess and understand the diversity of the market place.

SIGNIFICANCE OF WORK FORCE DIVERSITY:

1.
2.
3.
4.
5.
6.

Maximize the productivity.

Enhance the creativity.
Increase the loyalty of employees.
Getting competitive advantage.
Improving decision making by providing different perspective on problems.
Satisfy diverse needs of customers.

DIMENSIONS OF WORKFORCE DIVERSITY:

1.
2.

There are two main dimensions of workforce diversity;

Primary Dimension
Secondary Dimension

PRIMARY DIMENSION
It mainly includes inborn differences such as age, race, ethnicity, gender, physical ability and sexual
orientation.

SECONDARY DIMENSION
It mainly includes education, religion, believes, marital status, family background and work culture.

Demographic diversity

Age
Gender
City/state/region of residence
Ethnicity
Nationality
Marital status; family
responsibilities
Cultural heritage
Socio-economic status
Physical appearance
Physical ability

Construct
domain of
diversity

Socio-cognitive
diversity

Religious beliefs
Tradition
Sexual orientation
Intelligence level;
mental challenges
Language
Beliefs
Thinking patterns
Knowledge level;
education
Personality
characteristics
Political beliefs

Organizational
diversity

Occupation, functional
or job portfolios
Job status (blur or
white collar)
Job tenure or seniority
Hierarchical ranking
Work experience
Functional experience

ADVANTAGES OF WORKPLACE DIVERSITY:

Businesses are recognizing the need and importance of investing in diversity and inclusion as part of their overall
talent management practices and to continually challenge their organizations to make the connection between
those principles and their corporate performance.. Diversity is especially crucial in todays global marketplace,
as companies interact with different cultures and clients. The payoffs touch every area of the business by
potentially resulting in increased creativity, increased productivity, new attitudes, new language skills, global
understanding, new processes, and new solutions to difficult problems. greater agility, better market insight,
stronger customer and community loyalty, innovation, and improved employee recruitment and retention. The
businesses that fail to see the importance of Diversity and inclusion might find themselves unable to attract and
retain the kinds of customers, employees, and business partners that constitute our changing world in 5 to 10
years
Among the advantages of diversity in the workplace are:
1.

INCREASED PRODUCTIVITY:
Diversity and Inclusion brings in diverse different talents together working towards a common goal using
different sets of skills that ignites their loyalty and increases their retention and productivity

2.

INCREASED CREATIVITY AND PROBLEM SOLVING:

With so many different and diverse minds coming together many more solutions will arise as every
individual brings in their way of thinking, operating and solving problems and decision making

3. ATTRACT AND RETAIN TALENT

that add a competitive edge to any organization. Feeling included and appreciated increases loyalty and
feeling of belonging. Language skills pool is increased and propels organization forward either to
compete in the International global world or to increase its diverse customer base

4.

Help to build synergy in teams and enhances communication skills

that brings in new attitudes and processes that profit the whole team Applying the proper diversity&
inclusion management strategies does not only save money on litigation expenses generated by
discrimination lawsuits but is the right thing to do for the business.

5.

It increases market share and create a satisfied diverse

customer base
by relating to people from different backgrounds. It does propel the United States and its status to claim
its place and success in the global business world of the 21st century

The advantages of diversity& Inclusion embracing affects the base line revenues of any organization and can be
the make or break of any business. Ignoring the effects or the existence of diversity in this global new market
will only keep organizations back loosing on all the productivity and most important profitability of any business
and its core of existence

Approaches to overcome workforce diversity:

There are two major approaches;

1.

INDIVIDUAL APPROACH TO MANAGE DIVERSITY

2.

Learning
Empathy

ORGANIZATIONAL APPROACH TO MANAGE DIVERSITY

Testing
Training
Mentoring

MANAGING WORK FORCE DIVERSITY

Try these five steps to help you manage diversity effectively:

1. Emphasize communication.

Ensure that all employees understand your policies, procedures, safety rules, and other important
information. Work to overcome language and cultural barriers. Have key materials, such as safety
information, translated when possible. Use pictures and symbols on warning signs so that everybody can
understand.

2. VIEW EMPLOYEES AS INDIVIDUALS.

Avoid both positive and negative stereotypes. Dont make assumptions about employees from different
groups. Judge successes and failures individually. Respond promptly and firmly when employees express
prejudices or stereotypes. Remind them of your policies that prohibit discrimination. Encourage
employees to view co-workers as individuals and judge them on their work, not on personal factors.

3. ENCOURAGE EMPLOYEES TO WORK IN DIVERSE GROUPS.

Assure that work teams reflect the diversity of your workplace. Diverse work teams let employees get to
know and value one another as individuals. Diverse teams also expand the experiences and views of all
the workers on the team and help them recognize the strength of their combined talents and perspectives.

4. BASE DECISIONS ON OBJECTIVE CRITERIA.

Expect all employees of all backgrounds to meet required standards and perform to the best of their
ability. Dont set different criteria for different groups. Dont make excuses or allow employees to make
excuses for shortcomings. Base all employment actions, including discipline, on specific, performancerelated criteria. Always focus on job-related issues, not personal issues, when dealing with employees.

5. BE OPEN-MINDED.
Recognize, and encourage employees to recognize, that ones own experience, background, and culture
are not the only ones with value to the organization. Set an example of encouraging diversity by
developing relationships with colleagues whose backgrounds differ from yours. Look for ways to
incorporate diverse perspectives and talents into efforts to achieve organizational goals.