Benefit on Diversity and Inclusion in Organization

 

CONCEPT OF DIVERSITY

 Whenever one thinks of diversity, ideas that readily come to mind include ethnicity, race and gender, but the issue of diversity has more to do than these. Loden & Rosener (1991) sees diversity as those attributes that emphasizes the need to accommodating others who are different from members within the group in which we belong. Put in another way, diversity could apply to another person who you see as beingdifferent from yourself. Diversity exists in different dimensions ranging from ancestry, gender, sexual orientation, age, marital status, sexual orientation, educational background, work experience, parental status, e.t.c. (Loden & Rosener, 1991) 

BENEFITS OF DIVERSITY 

According to courses.lumenlearning.com, theories abound on the reasons behind fostering diversity in business organizations. The arguments include enhancement of interpersonal innovation, availability of talent, and risk avoidance, appealing to an international database. The issue of diversity stems from the idea that diversity carries along with it some latent benefits, which include better decision making, enhanced solution to problems, increased skills, creativity, and innovation. All these benefits will definitely lead to better product development and marketing success to satisfy customer demands. 

Innovation 

In organization where diverse teams exist, implementation of better innovative and effective ideas is certain. The reason behind requires managers to find solutions from outside the organization’s normal way of doing things, using diverse perspectives to reach new and creative thinking. Individuals who share similar background and skills are much less likely to come across with new ideas that could lead to new product or new ways of productions A group of similar individuals with similar skills is much less likely to stumble across or generate new ideas that lead to innovation. Similarity leads to groupthink, which diminishes creativity.

 Localization 

An organization with diverse employees has a better of the knowledge of the various consumer markets that patronize her products and services. As a result, the organization is better equipped to survive in the global market than a business that has a limited or narrow range of workforce demographics. With increasing trade and economic growth in developing economies, Organizations need domestic talents to permeate foreign markets, compete and communicate effectively. Employees from a particular region are expected to have sound, deep understanding and knowledge of the needs of customers in that region, including their culture, and this enables the organization to add considerable value to what they offer to customers. 

Adaptability 

Current trend requires that organizations be able to adapt with emerging technologies and changing cultures. These qualities become very vital if the organization intends to remain competitive and compete favourably with competitors in the industry. Diversity engenders innovating thinking and improves decision making via a deeper and more comprehensivedifferent from yourself. Diversity exists in different dimensions ranging from ancestry, gender, sexual orientation, age, marital status, sexual orientation, educational background, work experience, parental status, e.t.c. (Loden & Rosener, 1991) worldview. An organization that is willing to engage in diversify benefits from a wider talent pool and recruits individuals equipped with diverse skill sets. The benefit of this, especially at the management level, is enormous. 

CONCEPT OF INCLUSION 

Inclusion is a situation in an organization when diversity exists among the workforce, creating an impartial and healthy working environment which guarantees equity in access to resources and growth opportunities for all. Inclusion means having an open, free and unbiased climate where every stakeholder in an organization can survive (Williams and Wade-Golden, 2013). Researchers at HRDQ (2014) itemized the following points as related to inclusive workplaces:  Every stakeholder is accepted and treated with respect.  Every employee gets fair hearing.  Employees behavior promotes inclusive environment  Rifts and disputes within the organization are addressed in impartiality.  The diversity of the workforce reflects the local society and people who constitute the market for the firm. In an environment where there is inclusion, participation and contribution of employees are maximized the existence of collaboration, support and respect. With true inclusion, all discrimination, intolerance and obstacles to personal development and growth are removed. When this is the case, everyone in the organization feels supported and included. 

Overall, HR's focus on diversity and inclusion can result in numerous benefits for organizations, including attracting and retaining top talent, fostering innovation and creativity, improving employee engagement and productivity, enhancing reputation and brand image, ensuring legal compliance, and expanding market reach.

(Krys .2019)

REFERENCES 

 Agocs, C., and Burr, C. (1996), ‘Employment Equity, Affirmative Actions and Managing 

 Diversity: Assessing the Differences,’ International Journal of Manpower, 17, (4/5), 30–45. 

 Bourke, J. and Van Berkel, A. (2017). Diversity and inclusion: The reality gap2017 Global Human Capital Trends, https://www2.deloitte.com/us/en/insights/focus/human-capitaltrends/2017/diversity-and-inclusion-at-the-workplace.html 

 Deloitte, Engaging the 21st Century Workforce, 2016 

Gartner, Inc. (2019). Gartner Says Diversity and Inclusion Are the No. 1 Talent Management Priority for CEOs; Most D&I Initiatives Ineffective. Newsroom Press Releases RLANDO, Fla.https://www.gartner.com/en/newsroom/press-releases/2019- 10-30-gartner-says-diversity-and-inclusion-are-the-no--1-ta 

HRDQ, (2014). How to Improve Cultural Competency in the Workplace. Pennsylvania, https://courses.lumenlearning.com/wmintroductiontobusiness/?s= Diversity in Human Resources

 Loden, M., Rosener, J.B., (1991). Workforce America! Managing Employee Diversity as a Vital Resource. Illinois: Business One Irwin 

Mondal, S. (2020). Diversity And Inclusion: A Complete Guide For HR Professionals. https://ideal.com/diversity-and-inclusion/ 

Myers, V. A. (2011). Moving Diversity Forward, American Bar Association, 

National Association of Diversity Officers in Higher Education, (NADOHE) 2018 

 Shen, J., Chanda, A., D’Netto, B. and Mongaa, M (2009). Managing diversity through human resource management: an international perspective and conceptual framework, The International Journal of Human Resource Management, 20(2), 235–251 

Williams, D. A. and Wade-Golden, K. (2013). The Chief Diversity Officer. Stylus Publishing,

Krys , Belonging :A conversation about equity, Diversity and Inclusion https://medium.com/@krysburnette/its-2019-and-we-are-still-talking-about-equity-diversity-and-inclusion-dd00c9a66113 2019.