A Case Study on Managing Diversity in the Workplace

Background
Customers from diverse socioeconomic backgrounds are served by the

majority of businesses. Because of this, most companies have had to recruit people

from different social and cultural backgrounds. A diversified workforce has now

emerged in the modern workplace. According to BYJU’S, diversity refers to the

“understanding that each individual is unique, and recognizing their individual

differences”. Age, gender, race, ethnicity and physical capabilities can all play a role

in these differences.

Businesses can learn how socio-cultural variations impact their employees’

performance through the implementation of diversity management. It includes

analyzing and changing organizational structures that prevent workplace inclusion.

Effective diversity programs, according to empirical studies, are beneficial to the

organization. They help employees achieve high levels of productivity, motivation

and innovation.

Our case study will shed a light on why companies should focus on effective

diversity management in order to improve its competitiveness in the industry.

Challenges
Managing a diverse workforce has certain difficulties. Diversity management

entails more than just recognizing people’s differences. It involves understanding

the value of differences, combating discrimination and promoting inclusiveness.

Managers may also encounter staff and productivity losses due to discrimination

and harrassment, as well as complaints and legal actions brought against the

company (Devoe, 1999). Negative attitudes and behaviors can create hurdles to

intercultural organization as they can affect professional relationships, morale and

performance (Esty et al., 1995). Management should never utilize negativity in

hiring, training and terminating employees.

Actions
Effective managers know that certain skills are required to build a diverse and

productive workforce. Managers must first grasp the concept of inequality and its

consequences. Finally, managers must be aware of their own cultural prejudices

(Koonce, 2001). According to Mazur (2010), managing diversity is a key element for

an effective people management, which can boost productivity in the workplace.

Hence, companies must plan, administer and maintain ongoing training, because a

one-day session of training will not change people’s behavior (Koonce, 2001).

Managers should anticipate change to be gradual while also encouraging

change. Promoting a safe environment for associates to communicate is another

essential requirement when dealing with diversity (Koonce, 2001). Conversations

can be started during social events or business meetings where everyone must

listen and have a chance to speak. To give associates access to information and

opportunities, managers should implement policies such as mentoring programs.

Result
According to the University of Florida, workplace diversity has an impact on

the development of interpersonal connections, how supervisors and managers deal

with employees, and how employees relate to one another. Human resources

services such as record keeping, training, hiring, and the requirement for HR staff

expertise are all affected by diversity and inclusion. Diversity and inclusion broaden

HR's obligations and make the department accountable for functions prescribed by

law in a variety of ways. Also, the strategic process for managing a diverse

workforce—including the fight against stereotypes, prejudice, and all forms of

discrimination based on individual perceptions and assumptions—in such a way as

to maximize the benefits and minimize the barriers of different human opinions,

behavior, and attitudes within a company. And having rules and regulations can

help if some complications happen, it can be fixed as soon as possible.

Significance of the Case Study to Organization and Management

The significance of this case study in organization and management is the

diversity in the workplace fosters individuality within a company by recognizing that

everyone can contribute with unique, creative, and innovative ideas and solutions.

Employees or workers with a diversity of backgrounds and experiences can bring a

variety of viewpoints to bear on issues, resulting in increased productivity and

better results. Diversity brings together a varied range of talents to work toward a

shared objective while employing a variety of skills, which promotes employee

retention and productivity. Also, the stereotypes, in all forms of discrimination, and

prejudice will be minimize or lessen at this point.

References
Admin. 2019. What Do You Mean By Diversity? BYJUS; BYJU’S.

https://byjus.com/questions/what-do-you-mean-by-diversity/

Quero, R. (2020). Organization and Management (2nd ed.). DIWA Learning Systems Inc.

Devoe, D. (1999). Managing a diverse workforce. InfoWorld Media Group.

Esty, K., R. Griffin, and M. Schorr-Hirsh. (1995). Workplace diversity. A manager’s guide to solving

problems and turning diversity into a competitive advantage. Adams Media Corporation.

Koonce, R. (2001). Redefining diversity: It’s not just the right thing to do; it also makes good business

sense. Training and Development.

Mazur, B. (2010). Cultural Diversity in Organisational Theory and Practice.

2-2-Cultural-Diversity-in-Organisational-Theory-and-Practice.pdf (joim.pl)

An Introduction to Workforce Diversity Management. (2015). MBA Knowledge Base; MBA

Knowledge Base.

https://www.mbaknol.com/human-resource-management/an-introduction-to-workforce-diversity-m

anagement/

How Does Diversity Affect HR Functions? (2020). CHRON.

smallbusiness.chron.com/diversity-affect-hr-functions-59653.html.

The Importance of Diversity in the Workplace. (2021). DeVry University.

The Importance of Diversity in the Workplace | DeVry University