Workforce diversity is the one crucial paradigm of the today’s competitive business world. Organizations come up with the consideration of the diversity in the form of the workforce which appears with many advantages and challenges. The feature of the workforce diversity can be immensely productive for the organizations if management considers all the factors related to the particular concept of diversity in the workforce. The diversity of workforce identifies as the specific form of the workforce which comprises on the broader combination of workers which can be characterized as different in classification. The element of difference can be explored within workers related to various racial and ethnic background.
The feature of difference can also be determined on the basis of the difference of ages, genders, and the feature of diversity in case of domestic and culture. Key features or characteristics in case of the workforce comes with the consideration of the difference of race, ethnic group, gender, age, religion, and sexual orientation etc. Here the particular focus is to deeply identify the concept of workforce diversity and how effectively it can be aligned with the feature of the organization (Rosado, 2006).
It is notable to mention that the era of economic globalization make it crucial for the organizations to understand the importance of workforce diversity and take necessary measures to gain maximum benefit from the specific approach of diversity. It is crucial for the organizations to effectively understand and manage the feature of diversity. A better approach to diversity in the organizations ultimately comes with the outcome of better performance of the employees. It workers understand each other’s differences well and collectively focus towards the organizational goals and objectives than it provides the better approach to the management of the organizations. Nowadays, it becomes one major challenge or task for the leaders of the public and private organizations to consider the proper understanding of the feature of diversity in the workforce and take necessary measures in the organizations to attain the better form of a diverse workforce.
The concept of diversity refers to the differences which can be observed in the forms of age, sex, race, religion, and culture etc. Workers in the organizations come up with many differences which make them as the diverse workforce. It is immensely crucial for the organizations to critically identify the differences of the workforce and take necessary measures to effectively manage this form of diversity in the workforce. Management of the workforce diversity is one crucial paradigm for both public and private organizations. It is necessary for the organizations to understand the challenging perspective of the workforce diversity. It organizations do not manage the workforce diversity effectively than it can be the reason for the low performance of the employees as they might get discriminated on the basis of any difference. It is the duty of the managers of the organizations to understand the feature of diversity which prevails in case of workers. Adaptability of the proper approach from the management of the organizations ultimately comes with the better results.
The specific aspect of diversity in the workforce can be the reason of many benefits which can be observed in case of workers’ performance and the overall productivity or growth of the organizations. Diversity in the workforce can be the reason of motivation of the workers. It enhances the confidence level of diverse workers about the acceleration of their work performance. It can also be the reason of the particular approach of innovation and creativity which is possible in the organization due to the consideration and active involvement of the employees who belong to diverse groups and come up with the different ideas or strategies related to organizational aims. Flexibility is another determinant which can be attained in case of workforce diversity in the organizations. It makes people more flexible to accept the changing feature in organizations. Workers become able to verily accept the feature of change as they are used to it due to the experience of workforce diversity.
The concept of workforce diversity is complex which aligns with the different challenges for the organizations. It is essential for the organizations to timely assess the features of concern in the particular case of workforce diversity. Communication is the one major concern which is observed in case of workforce diversity in any organization. Sometimes organizations face the issue of miscommunication and lack of understanding because workers might not able to interpret the instructions as delivered by the management of the organizations. This particular issue can positively address with the consideration of the proper policy related to the element of diversity and utilize the element of team-building and performance in the organizations. It can be helpful for all the workers to understand the specific organizational approach and communicate with each other effectively and efficiently. Essential training for the management and for all the workers is crucial to align everyone with the ultimate organizational goals and objectives. The facet of the diversity should be implemented in the organization by considering the particular hierarchy in the form of top to bottom approach. Proper consideration of all the employees provides the effective approach of satisfaction to them as their requirements are considered by the organization. It is observed that if organizations strictly adopt the policy of diversity that it can be the reason for the cost-effective approach. Management of the organizations never face the different legal challenges related to the employees’ concern on the basis of their diversity.
It is essential for the organizations to take necessary and timely actions to deal with the different challenges associated with the paradigm of workforce diversity and attain a maximum form of benefits from the phenomenon of diversity. The initial step recommended for the management of the organization is to critically evaluate the aspect of diversity across all the departments of the organization. Organizations can select the option of the outside consultant to explore the aspect of diversity. This particular approach can be adapted as it provides the unbiased form of the assessment in case of workforce diversity. It is also essential for the management of the organizations to clearly document the aspects of change in case of overall performance. Proper documentation related to the features of diversity ultimately helps organization’s management to formulate the particular plan. The effective approach to planning is necessary to properly diversify all the aspects which require change for the advancement of the business (Bendick Jr, Egan, & Lofhjelm, 2001).
It is also a feasible aspect for the organization to establish reasonable goals of diversity which might able to change with the need of time. It is mandatory for the organizations to ensure the necessary and vigilant check on the difference which might exist in case of workforce diversity and the actions taken by the management. Favorable actions by the organizations are required to accept every employees’ identity which might differ from each other. The feature of diversity in the workforce is also critically considered during the process of recruitment. It the responsibility of the human resource department of the organization to select individuals on the basis of their capabilities rather adopt the approach of biasedness and discrimination. It will enhance the overall performance of the organization as comes with the consideration of the capable workers.
The diversity in the workforce is the crucial consideration in case of both private and public organizations. It is evident to explore that proper consideration of workforce diversity leads to the enhancement of performance in both the cases of private and public organizations. It is the responsibility of the management of the public organization to consider the maximum gain which can be explored through the proper understanding and implementation of workforce diversity. Proper consideration and acceleration of the workforce diversity should be the necessary paradigm and point of concern for the management of the organizations to encourage a large population of the society into the effective functioning of organizations (Popescu & Rusko, 2012). It became the necessary approach of concern in case of large public and private organizations to achieve the necessary aspect of competitive advantage. It can be the cause of the ultimate growth of the organization by considering the changing patterns of the business market.
To conclude the particular discussion about the feature of workforce diversity in the organizations, it is essential to mention that it becomes the need of the organizations to critically assess different challenges associated with the paradigm of workforce diversity and take necessary measures to gain maximum benefits which can be attained in case of diversity of workers. It is feasible for the organizations to identify different capabilities and performance approaches which can be attained in case of different employees who belong to diverse groups. The effective approach to the diversity of workers can only be effectively achieved with the adoption of specific strategies and policies related to the aspect of diversity. The prospect of communication can be rank as the basic foundation which provides positive outcomes related to the concept of diversity in case of the workforce. Proper understanding and consideration of the element of diversity is the crucial approach which can give a competitive edge to the organization.
References
Bendick Jr, M., Egan, M. L., & Lofhjelm, S. M. (2001). Workforce diversity training: From anti-discrimination compliance to organizational development. People and Strategy, 24(2), 10.
Popescu, S., & Rusko, R. (2012). Managing diversity in public organizations. Global Business and Management Research, 4(3/4), 235.
Rosado, C. (2006). What do we mean by “Managing diversity.” Workforce Diversity, 3, 1–15.
