Defining Diversity

Defining Diversity
Diversity refers to any perceived difference among people: age, race, religion, functional
specially, profession, sexual orientation, geographic origi n, and lifestyle, tenure
with the organization or position and any other perceived difference.
Elements of Diversity:
Age
Gender
Ethnicity
Physical Characteristics
Income
Education
Marital Status
Religious Beliefs
Geographic Location
Personality Type
Benefits of Workplace Diversity
An organizations success and competitiveness depends upon its ability to embrace

diversity and realize the benefits. When organizations actively assess their handling of
workplace diversity issues, develop and implement diversity plans, multiple benefits are
reported such as:
Increased adaptability
Organizations employing a diverse workforce can supply a greater variety of solutions to

problems in service, sourcing, and allocation of resources. Employees from diverse
backgrounds bring individual talents and experiences in suggesting ideas that are flexible
in adapting to fluctuating markets and customer demands.
Broader service range
A diverse collection of skills and experiences (e.g. languages, cultural understanding)

allows a company to provide service to customers on a global basis.
Variety of viewpoints
A diverse workforce that feels comfortable communicating varying points of view provides
a larger pool of ideas and experiences. The organization can draw from that pool to meet
business strategy needs and the needs of customers more effectively.
More effective execution
Companies that encourage diversity in the workplace inspire all of their employees to
perform to their highest ability. Company-wide strategies can then be executed; resulting
in higher productivity, profit, and return on investment.
Managing Diversity
Managing diversity is defined as "planning and implementing organizational systems and

practices to manage people so that the potential advantages of diversity are maximized
while its potential disadvantages are minimized."
1. Diversity management is about full utilization of people with different backgrounds

and experiences.
2. Effective diversity management strategy has a positive effect on cost
reduction, creativity, problem solving, and organizational flexibility.
Affirmative action or positive discrimination (known as employment equity in

Canada, reservation in India and Nepal, and positive action in the UK) is the policy
of favoring members of a disadvantaged group who suffer from discrimination
within a culture.
Affirmative action emphasizes legal necessity and social responsibility; managing
diversity emphasizes business necessity.
Challenges of Diversity in the Workplace
Taking full advantage of the benefits of diversity in the workplace is not without its
challenges. Some of those challenges are:
Communication - Perceptual, cultural and language barriers need to be overcome for

diversity programs to succeed. Ineffective communication of key objectives results in
confusion, lack of teamwork, and low morale.
Resistance to change - There are always employees who will refuse to accept the fact that
the social and cultural makeup of their workplace is changing. The weve always done it
this way mentality silences new ideas and inhibits progress.
LACK of Implementation of diversity in the workplace policies - This can be the

overriding challenge to all diversity advocates. Armed 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 particular organization.
Improper Management of Diversity in the Workplace - Diversity training alone is not

sufficient for your organizations diversity management plan. A strategy must be created
and implemented to create a culture of diversity that permeates every department and
function of the organization.
5 Strategies for Dealing With Diversity in the Workplace
Recognition
You must recognize that people have differences, be they physical, generational or cultural,
and you cannot pretend that these barriers have been broken down. Instead, celebrate the
differences among your employees, and encourage them to let their individualities show.
For example, don't hesitate to ask someone from another culture about their culture's
etiquette practices -- their knowledge could prove useful to your business. Do not
pigeonhole your employees. An employee's worth comes from more than his ethnicity or
age.
Fairness
Acting fairly and acting uniformly are different, and only one enables you to successfully
deal with diversity in your workplace. Don't be fooled into thinking that by treating
everyone exactly the same, you are demonstrating a fair attitude and respecting diversity.
Instead, treat people fairly and respect the differences that make them who they are. For
example, don't schedule a mandatory meeting that falls on a religious holiday -- it
demonstrates insensitivity and may breed resentment and foster feelings of being left out
in any employees that are unable to attend.
Focus On Yourself
Diversity is an issue that you must manage in the workplace,and it starts with managing
your own attitude and behavior. For example, examine your behavior in job interviews.
When an applicant of a certain ethnicity or gender comes in, do you make assumptions that
he must prove or disprove during the interview? How do you respond to different styles of
communication? Self-awareness is key to developing a safe, fair workplace for a diverse
group of employees.
Employee Assessments
As a manager or business owner, you probably already conduct employee reviews and
assessments. When preparing these reviews, you must also examine your employees'
attitudes, particularly how they work with others. If you notice that an employee only
delegates tasks to people of a certain race, or if an employee discounts the ideas of people
below or above a certain age, it is your responsibility to address the issue. Identify issues
among your employees and bring them up when assessing their performance.
Encourage Interaction
When you identify diversity-related issues in the workplace, discuss them with your
employees. For example, encourage employees to work with others of different
backgrounds or generations. Initiating these types of interactions encourages your
employees to learn more about communication styles, talents and goals - their own and
those of their co-workers.

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Defining Diversity

Benefits of Workplace Diversity

An organizations success and competitiveness depends upon its ability to embrace

Organizations employing a diverse workforce can supply a greater variety of solutions to

Broader service range

A diverse collection of skills and experiences (e.g. languages, cultural understanding)

More effective execution

Managing diversity is defined as "planning and implementing organizational systems and

1. Diversity management is about full utilization of people with different backgrounds

Affirmative action or positive discrimination (known as employment equity in

Challenges of Diversity in the Workplace

Communication - Perceptual, cultural and language barriers need to be overcome for

LACK of Implementation of diversity in the workplace policies - This can be the

Improper Management of Diversity in the Workplace - Diversity training alone is not

5 Strategies for Dealing With Diversity in the Workplace

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