Is Workplace Diversity a Problem?

-

 



Diversity is a set of conscious practices that involve understanding and appreciating interdependence of humanity, cultures, and the natural environment; practicing mutual respect for qualities and experiences that are different from our own; understanding that diversity includes not only ways of being but also ways of knowing; recognizing that personal, cultural, and institutionalized discrimination creates and sustains privileges for some while creating and sustaining disadvantages for others; and building alliances across differences so that we can work together to eradicate all forms of discrimination (Patrick & Kumar, 2012).

The Issue: 

The workplace lacks diversity. It only hires the same type of people with the same ideas. The problem is it could be illegal, especially if you don’t have valid reasons for rejecting candidates who are women or people of color. Racism can continue to exist as a subtle undercurrent in our society—even when the most well-meaning among us aren’t aware of it.

Therefore, we can’t just coast along and assume that if we don’t do anything bad, then the problem will just go away. A lack of diversity can also stifle the company’s ability to be creative and innovative.

 

The Solution: 

Start looking in new places to find a more diverse pool of candidates. Reach out to job boards that target minorities, ask your minority employees for referrals and make prominent mention of your company’s attitude toward inclusion in your job postings. A good ATS can help widen your search by having access to a wide range of job boards. An employee referral program that is well-communicated to employees, easy to access, simple to participate in, and clear about expectations and outcomes, will help to encourage more diverse referrals. Improving workplace diversity also requires creating a company culture that more inclusive.

  • Train managers and employees on diversity and inclusivity. Create an ongoing diversity group and allow anyone to join. Train the group on language or behavior that should be called out as racist or intolerant. Your managers and staff should be able to identify and address these acts on the spot.
  • Include inclusion in your company initiatives. Leadership needs to push inclusiveness and equality in the workplace. As inclusion can only be measured by feeling, leadership needs to set the tone for a working environment where each individual feels safe, valued, accepted, respected and supported. Announce a zero-tolerance policy for works or actions that harass or bully others or dismiss minority points of view.

Bibliography

Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. SAGE Open, 2(2), 1–15. https://doi.org/10.1177/2158244012444615

 

Comments

  1. Sandya December 9, 2021 at 10:27 AM

    This comment has been removed by the author.

    ReplyDelete
  2. E127918December 17, 2021 at 2:03 AM

    Simply said, diversity in the workplace refers to a company's hiring of a varied group of people. Diversity is frequently misunderstood to refer simply to multicultural issues; nevertheless, it encompasses gender, color, ethnicity, age, sexuality, language, educational background, and so on. However, in today's environment, workplace diversity entails not only hiring various personnel, but also ensuring that their involvement is equal.

    ReplyDelete
  3. wijithaDecember 17, 2021 at 9:23 PM

    Gender diversity is too much important because this is 21st century. not only men but women also has changed so many things in the modern world.

    ReplyDelete
  4. Sandya December 18, 2021 at 12:32 PM

    Gender diversity is important. Ensuring equal representation of women in the workplace can have positive effects all across entire organization. solution part is so good. good luck

    ReplyDelete

Post a Comment

Popular posts from this blog

Does job performance increase employee satisfaction?

-
Image
  The job performance of an individual plays a vital role in an organization’s growth. On the other hand, job performance is considered one of the most important constructs in human resource studies. Performance refers to a person's accomplishment on tasks that comprise one's job and is the end result of the application of effort Porter & Lawler in (1967) as cited by Chandrakumara. According to Murphy (1989) job performance can be defined as “the set of behaviors that are relevant to the goals of the organization or the organizational unit in which a person works”. According to Khanka (2000) behavior is the result of interaction between individual characteristics and characteristics of the environment in which the behavior occurs. Employee’s job performance is based on employee’s behavior. Bernardin & Beatty (1998) as cited by Fonseka (2000) performance is defined as the “record of outcomes produced on a specified job function or activity during a specified time per...
Read more

Is there relationship between training & development and loyalty of employee?

-
Image
  Importance of Training & Development: Several researchers identify the usage and the importance of the training and development to the organization in their researches. (Khan, 2017, Singh & Malhotra, 2018) Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provides both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment. Most of the authors identify the more benefits of the training and development to the organization. (Khan, 2017) Scholars, experts, social scientist and school administrators now recognize the fact that training is obviously indispensable not only in the development of the individuals but also facilitate the productive ca...
Read more

Maintaining the Best Talent in the organizations.

-
Image
  Organizations have to face daily HR issues in their working environment. To face them strategically, they can recruit the best talent and have to maintain them to gain continuous development within the organization. Recruiting candidates requires a lot of work including evaluating what skills and qualifications are necessary for the position, developing an accurate job description, advertising to the right candidates and sorting through applicant resumes. All this occurs before the interview stage even begins. And if you didn’t get a good pool of qualified applicants, you must start the entire process all over again. Talent Management Strategy Organizations are realizing strategic vision through human resource shall begin at assessment of talent needs of business. Through the talent assessment it has mapped out competencies relevant globally in this new environment which it needs to harness and develop. It is now investing in competency based talent recruitment and creation, crea...
Read more