Look into Diversity Management


A Look into Diversity Management

Instilling a sense of diversity and inclusion in the workplace is a coordinated effort. Upper management coordinates steps to be taken for full integration, middle management disseminates the plan to the lower staff and handles the process directly, and the staff execute the plan and make it work or fail, according to how well the planning was handled. No matter the size of the organisation implementing it, if the transition is not handled properly it will ultimately fail. A solicitor’s attempts to diversify his workforce in his legal firm can fail if he still insists that his legal secretary must be exclusively female, for example. That is why diversity management is a key factor in creating a multicultural, gender-neutral workplace.

From the top down

As the higher echelons of the workplace hierarchy, it is the job of management to ensure that proper and effective policies are implemented to foster a smoother transition into a diversified and inclusive work environment. They determine which practices and methods can be followed that will not alienate a culturally diverse workforce, and which policies can provide the most benefit for all employees regardless of physical limitations.

Companies recognise that in today’s world, a forward-thinking manager who understands the importance of diversity can provide positive growth. That is why they expect that their senior staff can handle the possibility of working with a group of people from a wide set of backgrounds and affiliations. It is a sign of administrative skill if management can maintain a harmonious office relationship even if employees are not from the same cultural or gender group.

Authenticity is the only way to go

There is no doubt that diversity and inclusion have become ‘buzzwords’ of sorts in the greater business community. Companies big and small can show in their regular press releases that they are slowly adopting practices that would be inclusive for all potential workers, removing any fears of discrimination. While there are organisations that actually follow up on what they say and implement measures that support diversity, there are others that only show they are doing supporting diversity while their core functions are still discriminatory.

It is the manager’s task to ensure that any plans to implement an inclusive and pro-diversity employment policy are authentic and can actually yield positive results. The staff at the higher end of the organisation are expected to review and scrutinise all key proposals related to the concept, and ensure that the benefits they offer are not merely for the sake of a positive image. As the work environment continuously evolves, the manager must be able to keep up, making sure that the pro-diversity policies still hold true in the long run.

Maintaining the web of communication

It has been said that management needs to be forward-thinking if it aims to keep the business relevant in an increasingly diverse corporate world. To this end, many are encouraged to keep constant communication with the rank and file. However, sticking with a single homogenous group of employees when it comes to consultation meetings can either provide limited output, or cause no new output to be provided at all.

A diversified workforce has a greater amount of potential ideas that would fit any corporate challenge that the business can face. A major goal of diversity management is to ensure that the full potential of this ‘mixed bag’ is harnessed for the betterment of the company. This is where the biggest challenge is presented, as management has to deal with a wide variety of people who have varying backgrounds and beliefs. If they can keep an open mind about it, they can see through the differences and fully tap the potential that their employees can offer.

The corporate world is changing at a blistering pace. As globalisation brings people closer, new competitions will arise as firms attempt to assert dominance in the market, and people from various backgrounds will attempt to be part of the action. If the company hopes to survive, it must recognise that a diversified workspace is the future, and their management must be able to adapt to the changing times.

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