Diversity of Workforce

Diversity of Workforce

As per the  Saxenaa (2014) , Workforce diversity can be identified as the similarities and differences between employees in terms of physical capabilities and disabilities, race, religion, age, social backgrounds, gender, and sexual orientation. Also auther explained further, no two humans are alike and people are different not only in above psychological characteristics but also in their perspectives and prejudices and in current scenario, employing diversified workforce is necessary for every organization but to manage such diversified workforce is also becoming a big challenge for management.

Workforce diversity is a major concern for most of the businesses today since organizations need to understand and go through the workforce diversity effectively because of globalization requires more attention and interaction among people from diverse cultures, beliefs, and backgrounds 

As per the Esen (2005 ), under the umbrella of diversity practices, currently organizations are employing approaches of understanding and relationship-building which encourage the voice of all employees to be heard and involved with achieving a competitive advantage by learning the perspectives of diverse employee groups are adding value and creativity to organizations’ strategic direction.

As per the  Devoe (1999), many challenges can be identified in managing diverse work population since it is more than simply acknowledging differences in people. Also author says that it involves in recognizing the value of differences, combating discrimination and upholding the inclusiveness resulting managers to be challenged with losses in personnel and work throughput due to prejudice and discrimination, also complaints and legal actions against the company.

Negative attitudes and behaviors also can be hurdles to organizational diversity because they can damage working relationships and hurt morale and work productivity. (Esty et al. 1995).
Organizations always need to have a look for the ways to becoming comprehensive while holding diversity because it has the potential to yield the greater competitive advantages as well as the work productivity (SHRM 1995). Stephen Butler, chairperson of the Business-Higher Education Forum, strongly trust that diversity is an invaluable competitive asset (Robinson, 2002) and Black Enterprise(2001) highlighted that managing diversity in the current global context is a key factor of effective people management in a workplace.

References

• Saxenaa, A., 2014. Workforce Diversity: A Key to Improve Productivity Ankita. Institute of Management Studies Annual Research Conference .
• Esen, E., 2005. 2005 Workplace Diversity Practices , s.l.: Society for Human Resource Management.
• Black Enterprise. 2001. “Managing a multicultural workforce.” Black Enterprise Magazine (July).
• Devoe, D. 1999.Managing a changing workforce: Achieving outstanding service with today’s employees. Davie, FL: Workplace Trends Publishing.
• Onday, O., 2016. Global Workforce Diversity Management and the Challange of managing diversity. Global Journal of Human Resource Management , Volume Volume 4.