Workforce Diversity

 

Image Source - (feedough, 2022)

We live in a time when global corporations and their global approach are challenging the benefits of innovative human resource policies as well as the benefits of managing a multi-ethnic and multi-ethnic workforce. For many businesses, the diversity of the workforce is currently a top concern. All organizations today need to effectively identify and manage the diversity of the workforce.

The question of the diversity of the workforce has never been as major an issue in the world as it is today. Cultivating a diverse workforce isn’t just ethical or social but it also demonstrates a good business oriented approach (Bateman & Snell, 2008).

How workforce diversity affects the HR department?

Diversity and inclusion also affect human resource functions such as record keeping, training, recruitment and requirements for human resource staff expertise. In many ways, diversity and inclusion increase human resource responsibilities and the department is responsible for the functions prescribed by law.

Workforce Diversity – Definition

Workforce Diversity means that a organization has built up a workforce that includes different types of people. It can mean people of different ethnicities, sexual orientations, socioeconomic status, ages, genders, religions, and other forms in which people are inherently different.

For example, a recent McKinsey report found that companies that focus on racial and ethnic diversity are 36% more likely to receive higher-than-average financial returns for their industry. Building a diverse workforce is strong evidence that it can directly enhance business success.(Hunt et al,2015)

Here are some examples of the diversity of the workforce:

Cognitive diversity: Employees have different thinking styles in identifying problems and finding solutions.

Lifestyle diversity: People lead different lifestyles that affect their careers outside of work.

Variety of brands and reputations: Some companies are more involved in their recruitment practices and in assembling different teams, which often attracts different employees and customers.

It can simply mean people with different personalities and people approaching situations differently, such as insiders and outsiders. Ideally, an organization builds a workforce that includes all of the above, and fits its strategy with its overall organizational goals and values ​​to have a diverse workforce. It highlights the diversity of the workforce in creating certain job skills, corporate policies, as well as practices. The best results can be discovered from each employee.

The diversity of the workforce can be a competitive advantage as it can facilitate uniqueness and creativity from different perspectives. Problem-solving approaches, thereby increasing creativity and innovation, thereby improving organizational performance.   (Alen et al., 2004).

According to Moorehead & Griffin - "The diversity of the workforce is concerned with the similarities and differences in the characteristics of workers in organizations such as age, gender, ethnic heritage, physical abilities and disability, race and sexual orientation."

When the diversity of the workforce is properly managed, there will be better communication, better human relations and a culture of friendly work within the organization. Businesses need to have a more diverse workforce to better understand and meet the needs of a rapidly growing base of minority customers. (Hartel, 2004).

What many managers fail to understand, however, is that the diversity of the workforce offers an opportunity and an advantage that can be used to compete and win in the global market. Managers of public and private institutions have to understand, predict and manage this intriguing nature of the various workforce. In recent years, however, the vision of diversity has changed dramatically toward a more dynamic concept. Many business leaders are now beginning to believe that diversity has the lowest potential benefits.

References

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