Work Force Diversity

Workforce diversity can be simply defined as a “workforce consisting of a board mix of the workforce from different racial and ethnic background of different ages and genders and of different domestic and national cultures.” Alison M, at al (2006)

The elements of workforce diversity include, such as Age, Education, Race, Marital status, Physical ability, Religious believes, Sexual orientation, Geographic location, Gender, Personality type. According to social identity theory, people develop a personal identity-based in part on the categories to which they themselves belong. Dominic, A. Hogg, (1990) Workforce diversity will bring many benefits to an organization such as,

v  Groups with diversity were shown to have greater innovation and creativity.

v  Divers groups have a greater range of perspectives and can generate more high-quality solution than less diverse groups.

v  Diversity increases constructive group process and is positively associated with performance in business units.

v  Diversity is associated with increased sales, revenue, greater market share, more customers, and greater profits.

Many studies are proven the importance of the workforce diversity. such as the more productive use of a company’s Human Resources, Reduced conflict among employees as they learn to respect each other differences, more productive working relationship, Increased commitment to organizational goals, Increased ability to serve the needs of diverse customers. Susan E, (1992)

Taking full advantage of the benefits of diversity in the workplace is not without its challenges some of those challenges are,

1)      Resistant to change

There are always employees who will cultural makeup of their workplace is changing. “this we have always done it this way.” Mentality silences new ideas and in-habits process.

2)      Implementation of diversity in the workplace policies.

 This can be the overriding challengers to all diversity advocates. Arrived with the results of employee assessments and research data. They must build and implement a customized strategy to maximize the effects of diversity in the workplace for their organization.

3)      Successful management of diversity in the workplace

Diversity training alone is not sufficient for your organization’s diversity management plan. a strategy must be involved and implemented to create a culture of diversity that permeates every department and function of the organization.

1      References

Alison M Konrad, P. P. (2006). Hand Book of Work Force Diversity. SAGE, P 331 - 366.

Dominic, A., Hoog, M. (1990). Social Identify Theory, Constructive and Critical Advance. Harvester: Wheatsheaf,.

GhulamMujtaba, B. (2009). Workforce Diversity Management,. Challengers, Competencies and Strategies, ILEAD Academy,, 274 - 326.

Rice, M. F. (2015). Diversity and Public Administration Theory, Issues and Perspectives. M, E Sharp - London, P 261 - 306.