Hbo Report On Diversity

DIV E RS I T Y IN
ORGAN IZ A T IO N
VIS A VIS P E RF OR MA N CE
AN P. B A G AO I
JAYSON KRISTI
The challenge of implementing diversity
in organizations is increased by the lack
of clarification regarding the difference
between functional and social diversity,
which results in a lack of differentiation
in organizational policies.
DIVERSITY IN POPULATION AND
WORKPLACE IS UNAVOIDABLE FACT AND NO
ONE CAN AFFORD TO IGNORE IT IN THE
ORGANIZATIONAL LIFE. ORGANIZATION
ALWAYS STRIVES TO ATTAIN AND MAINTAIN
BEST HUMAN TALENT.
DIVERSITY MAY BE REFERRED AS ADMITTING,
APPRECIATING, UNDERSTANDING,
RECOGNIZING, VALUING, AND ENJOYING
DIVERGENCE AMONG WORKER (KREITZ, 2008).
WORKPLACE DIVERSITY INCREASES EMPLOYEE
SATISFACTION AND FOSTERS POSITIVE
ATTITUDES AND BEHAVIORS AND CREATES
BETTER DECISION MAKING THROUGH
COMBINING DIVERSE GROUPS OF THINKERS.
“ HOW DIVERSITY CAN IMPROVE YOUR
ORGANIZATION’S PERFORMANCE?
”
1. FOSTER A SENSE OF INCLUSIVITY
When people belonging to different cultures, race,
or gender, find that an organization values
diversity, they feel cared for, and connected to the
organization. Ultimately, it leads to the employees
striving to perform better individually in the
organizations, which leads to better performance
for the team.
FOSTER A SENSE OF INCLUSIVITY
As each employee strives to perform
better individually, they also try to co-
operate more with their group and
improve communication. They strive to
improve their performance in all spheres,
which includes teamwork as well.
2. DIVERSITY PREVENTS GROUPING
When working with diverse people, it can be easy
to form groups based on some similarity which
you may find with the other. This is known as the
herding instinct. However, a diverse team pushes
employees past this instinct to ensure that the team
is truly diverse and that the team members
communicate with each other.
3. DIVERSITY LEADS TO BETTER CONFLICT RESOLUTION
STRATEGY
In a diverse workplace, conflict will arise. It is
unavoidable. Hence, instead of trying to prevent it
altogether, organizations should try to come up with
strategies that will help reduce instances of conflict,
and learn how they can manage conflict and prevent
it from escalating further.
4. DIVERSITY IN THE WORKPLACE LEADS TO GENUINELY INCLUSIVE ENVIRONMENT
When working with team members from different

backgrounds, each member is able to interact in a
one on one capacity with the other person.
5. MORE INNOVATION
Workplace diversity leads to innovation. If you think about
it, the correlation makes sense. If you have a homogenous
group of people, chances are that everything - from their
thought patterns to life experiences to problem-solving skills
- are likely to be similar as well. And sameness doesn’t lead
to creative solutions.
6. Better employee performance
Diversity and inclusion go hand-in-hand. When
you create a work environment where employees
see a representation of a variety of cultures,
backgrounds, and ways of thinking, they’re more
likely to feel comfortable being themselves. This,
in turn, leads to happier, more productive
employees.
N T H E O RG A N I Z A T I ON : T H E
D IV E R S IT Y I
E F F E C T S O N T E A M
ADVERSE
PERFORMANCE
Diversity is not always functional. When a team
is diverse, it has the potential to give rise to
conflict. Conflict is usually caused when people
have a different perspective or opinion about a
topic or a task at hand because of differences in
their personal needs or demands.
When everyone has a different solution
to the same problem, there can be a lot
of debate about which solution will be
the right fit.
In fact, when one member’s solution is
picked over the other, it can also foster a
sense of low self-esteem and resentment
towards the other member. Hence, the
issue must be handled effectively.
1. Differences in goals and values
A team can also differ in their goals and values.
This results in a conflict which can be quite
damaging to the team. A team in order to be
effective should have goal homogeneity.
2. Differences in communication
Communication in any situation is essential. But, when
there is a diverse team with people belonging to different
cultures and backgrounds, each person may have
different communication styles. Some people may have a
more direct and assertive way of communication due to
their background, which may be perceived as rude or
brash by others in the team.
By adopting the following strategies, these
shortcomings can be handled easily:
Set roles for the group:
Set ground rules
Improve communication
3. Differences in attitudes towards power-
distance
Power distance refers to the seniority and status of
another member in the team. In some countries, a
person with higher status and security is respected
more, and their opinions are valued. Those who
have a lower power-distance often do not speak up
against those with higher power distance.
How can an organization realize the full potential
of a team which is diverse?
1. Helping build better communication channels,
2. Fostering an environment where cultural diversity is
truly valued, an organization can ensure that their
diverse teams are truly effective. With an effective
team, the performance of the organization as a whole
improves.
A L L E N G E S O F D I V ER S IT Y I N
THE CH N C E
K P L A C E - P E R F O R M A
THE W OR
A. Aligning diversity practices with unique
organizational goals
Implementing diversity in the workplace is a huge
commitment, and there’s no handbook you can just
“borrow” from another organization. Every company
has a unique set of goals, and your diversity practices
must align with them to be successful. This means
taking into account the specific culture you have in
place and figuring out where you want to go.
B. Training management
Diversity doesn’t happen in silos - it requires the cooperation
of everyone at the organization in order to be successful. In
particular, managers are hugely influential in how these
initiatives are carried out. That’s why it’s important to invest in
management training to help them understand what the
company’s diversity goals are, why they’re important, and
what’s expected of them when they interact with employees. It
only takes one person to commit microaggressions or display
insensitive or non-inclusive behavior to taint the company’s
culture and an employee’s experience.
C. Overcoming bias
Humans are biased. That’s why, even with the best
intentions, people have the tendency to bring bias
into their everyday interactions, including in the
workplace.
ETHNOCENTRISM
•MOST HUMANS ARE ETHNOCENTRIC

( THEY JUDGE EVENTS AS GOOD IF
THEY ARE SIMILAR TO EVENTS THAT
OCCUR. IN THEIR OWN CULTURE.
THAN K Y OU

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DIV E RS I T Y IN

When working with team members from different

•MOST HUMANS ARE ETHNOCENTRIC

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