A diverse body of talents with fresh ideas and skills is an important asset for any organization. Mor-Barak argues that the long-term success of any business is substantially dependent on the body of talent present (19). Similarly, the challenges that such talent brings to the business enables business managers to focus on the mixture of genders, ages, lifestyle and others factors, with the aim of appropriately responding to existing and new business opportunities in a more innovative and creative way.
On a wider note, diversity can take different dimensions depending on the environment under question. First, it is important to have diversity in Technology, whose aim is to collaborate with the vibrant groups of technology professional and innovators who work with technologies-based or related jobs. These include online community managers, IT recruiters, programmers, IT managers, and the IT executives. Therefore, diversity in technology through the development of high-tech workforce provide attractive benefits both to the business and the nation. To make a diverse work or business, it is important for companies to make diversity training, which is an essential element of promoting workplace tolerance and acceptance of differences (Coote Martin 90).
Some of the examples of diversity issues in an organization are related to gender, culture, race, and background. On a wider note, companies must ensure that their workforce is not created by the race but depending on the level of technical expertise an individual possesses. As such, the labour force may consist of a balanced number of whites, blacks or Asians with the worker's knowledge being an important determiner in this case. Similarly, the cultural diversity involves integrating members of different culture into an organizations workforce, thereby working together towards the achievement of the organization’s mission and vision. Similarly, gender diversity constitutes another important form and issue of diversity in the most organization. Recent studies demonstrate that many nations and enterprises have engaged in various regulatory policies and frameworks that encourage active participation and recruitment of female employees into the workforce. Ideally, a gender-balanced workforce is an important instrument that organizations can utilise to move towards the achievement of their mission and visions. A gender-balanced workforce provides both males and female employees to exercise equal roles, and responsibilities depending on the level of the technical-know-how they possess.
The benefits of diversity in a workplace are significant. Ali & Ali (26) asserts that a diverse working group regarding gender, race and culture helps reduce the artificial barriers and challenges that may affect the workers. Over the time, many people have been judged by the colors of their skin, their cultures and backgrounds. Some of them have ended up losing some lucrative opportunities due to such considerations.
However, it is important to note enhancing cultural and ethnic diversity often helps companies to operate globally and consequently understand the global market. Additionally, diversity plays valuable roles in broadening an individual’s efforts to perform towards accomplishing the company’s objectives (Coote Martin 91). For instance, the entry of baby boomers and considerably minority enter the workplace, the movement in the demographic provides an implication that managing a multigenerational and multicultural workforce will form emerge to be business norms. Organizational environments that do not diversity of any kind risks subjected to a grave jeopardy of losing talents to its competitors. In this sense, therefore, the recruiters in organizations must ensure that diversity at all levels of management is adhered to (Paludi 34). Besides, the Human Resource Manager must play his cards well to make sure that all workers, irrespective of their culture, are given equal opportunities to work and exercise their roles about the needs of the organisations.
Works Cited
Ali, Shahnaz, and Ali. "Invest in Diversity: Attitudes to Workplace Equality Have Changed and It Makes Good Business Sense." Nursing Standard, 26.22 (2012): 26.
Coote Martin, Gillian. "The Effects of Cultural Diversity in the Workplace." Journal of Diversity Management, 9.2 (2014): 89-91
Mor-Barak, Michàlle E. Managing Diversity: Toward a Globally Inclusive Workplace. Los Angeles: SAGE, 2011. Print.
Paludi, Michele A. Managing Diversity in Today's Workplace: Strategies for Employees and Employers. Santa Barbara, Calif: ABC-CLIO, 2012. Print.
