How to efficiently manage diversity in the workplace?

How to efficiently manage diversity in the workplace?

Considering globalisation, the greatest asset for any business is human resources, known to be its workforce. Workforce diversity refers to the people coming from different backgrounds with differences and similarities on the basis of sex, culture, age, heritage etc.

To utilize diversity in the workplace efficiently, big or small companies continuously strive and have to remain motivated to retain their pool of talented employees. The management is liable to create a multicultural work environment and adaptable managerial skills.


Characteristics of a workforce:

Talent and efficiency do not recognize any boundaries of where workforce have come from. Departments having a global vision, look ahead of the future requirements and start fetching employees for the below needs:

1. A pool of talent:

Encouraging employees to work efficiently in a competitive but a friendly environment can mitigate diversity issues.

2.  Range of Customer Needs:

To cater to a large market, many businesses require detailed research work for different regional communities. In such cases, employees from dissimilar backgrounds are of great value for the organisation.

3.  Globalization:

Resources are distributed all over the world. Some countries are rich in natural resources, others have cheaper labour. Diversity in the workplace makes it very simple for the business to adjust anywhere, everywhere.


Levels and Types of diversity:

Diversity in the workplace can be obvious and subtle. It can be felt at the time of hiring and along with time from their working styles.


1. Surface Level Diversity:

Visible differences such as age, gender, race, language, physical appearance etc. might lead to the biases at the time of recruitment. For example, recruiters can presume that performance efficiency may degrade with an increase in age. Surface level diversity is very difficult to change & is influential in a short run of business. Mentors and higher management already have mindsets without evaluating individual performance.


2. Deep Level Diversity:

Deep level differences indicate personal attributes of an individual. These are almost impossible to notice at first. Once communication grows at the workplace, personal views and thoughts of an individual become prominent. A difference in opinions and working style may be either disliked or liked by the team. It affects group performance.


Diversity Management Strategy:

Heterogeneous groups always deliver critical analysis and better solutions. Hence, businesses always promote diversity and treat their employees very sensitively. To avoid biases and create a healthy environment, some strategies can be adopted to constructively manage diversity in the workplace, such as:


1. Employee Assessment:

The performance of individual employees should not be biased in terms of their diversity. Mentors or supervisors should delegate tasks to the subordinates, wherein everyone should get an equal chance irrespective of their diversified personification.


2. Encourage interaction:

Mentors and management should encourage their communication at all level of employees in the organization. This will encourage employees to put their viewpoint and learn more about them. It will act like ice-breaking sessions and giving them importance will earn their loyalty and dedication towards the organization.


3. Policy Formation:

There is a need to continuously ensure the employees that they will be treated fairly in the organization. The organization shall focus on policies like regional festivals, national holidays etc.


Proper management of diverse workforce manifolds workplace efficacy. Managers could be trained to turn the organizational framework positive. Strategic implementation of diversity in the workplace is the reflection of the success story of an organization. 

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