Managing Diversity in the Workplace and its Challenges

Managing Workplace Diversity
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Workplace diversity has become one of the most talked-about topics in the world of business. Given the current growth in globalization, organizations are employing workers from different parts of the world. Such has resulted in the accumulation of individuals with different beliefs in one organization. Therefore, diversity management becomes an important aspect of such an organization to help prevent chaos and facilitate an increase in productivity. Among the diversities include professional, ethnic, and increasingly global workforce. Given that such diversity is unavoidable, every organization has to come up with strategies of dealing with the positive and negative impacts that might be brought about by diversity. Therefore, this paper will focus on the best practices, benefits, and challenges facing the management of workplace diversity.
Among the best practices of managing workplace diversity is be encouraging the employees to share their ideas. Such practice is best done by engaging employees in the decision-making process. As a result, they would feel confident in the achievement of the goals that they took part in making. Engaging employees in making decisions would make them feel appreciated regardless of their ethnic or professional diversity. Some organizations are still following the old ways of letting the managers make decisions on behalf of the employees. However, such strategies do help in the management of workplace diversity but rather creates More gaps between employees (Rawat & Basergekar, 2016). It is through such processes that organizations have been able to make remarkable progress in their industry. Employees are known to have ideas that can only be beneficial once shared in the organization. Also, engaging employees in the execution of the various diversity initiatives play a substantial role in reducing the chances of resisting changes. Most organizations have cultures that they believe should not be changed in any case. Such cultures could be an impediment in the management of workplace diversity, and therefore, changes would be necessary. The only way to get the employees not to resist the changes is by engaging them in the diversity management initiatives. For instance, the organization can choose to launch a customizable survey. Such a survey would help in identifying the areas that seem impossible to change and, in turn, allow the management to come up with strategies of implementing the necessary changes. In the case of an organization that has a negative attitude towards foreigners would require education on the importance of accepting employees from different parts of the world (Hays-Thomas, 2017). After learning the importance of cultural importance, the employees would not have the same attitude that they had towards foreigners. Another practice of managing workplace diversity is for the management to determine the changes that need to be made. As well, the timeline of making such changes should be determined to allow the organization to focus on other tasks.
Managing workplace diversity is not only an important aspect of every job but also has plenty of benefits that facilitate profitability. Managing workplace diversity enables an organization to appreciate and combine views from different worlds, hence increasing the productivity of the organization. For instance, professional diversity makes it easy for the organization to take advantage of each worker's skills to improve produc...