Managing Diversity in the Workplace

Today's modern workforce is composed of various individuals. People with different nationality, race, belief, skin color, age, sex and sexual orientation work together every day. There are many advantages to this diversity but management becomes complicated. The possibility of discrimination is realistic and needs to be managed to avoid litigation, declining productivity, and unhealthy working conditions. Because happy employees are productive employees, we ensure that discrimination does not occur for the best interests of any organization, but unfortunately it is.

Interest in workplace diversity in management and organizational research is rising. Managing the diversity of the workplace poses many questions. Workplace diversity is one of the biggest challenges facing administrators. As culturally diverse labor force takes on more and more proportions, opportunities for training and career development must be implemented to support their progress. Administrators must find ways to address organizational issues related to diversity while meeting the learning needs of all employees at work. Diversity will have a huge impact on the labor force due to changes in the multiculturalism of the world

Managers are continually working on improving the organization on the financial side and the workplace as a whole. Managers think that it is important to recognize the differences and similarities between the workplace and intercultural differences and emphasize the diversity of the workplace. Emphasizing employee diversity helps administrators or organizations develop and exploit all available human resources. To emphasize diversity can be defined as "emphasizing major differences among people in the organization." Our text defines diversity as follows.

Success in managing workplace diversity - Diverse training alone is not enough to satisfy the organization's diverse management plan. We must develop and implement a strategy to create a culture of diversity that will penetrate all sectors and functions of the organization. (From http://www.diversityworking.com/employerZone/diversityManagement/?id=9) Basically, organizational culture is organizational personality. Culture consists of members' assumptions, values, norms, and visible signs (artifacts) and their actions of the organization. Members of the organization will soon be aware of the specific culture of the organization. Culture is one of the difficult terms to express clearly, but every time people perceive it, everyone knows it. For example, the culture of a large commercial company is completely different from the culture of a hospital, and the culture of a hospital is very different from the culture of a university.