Diversity Management

Diversity Management
Institutional affiliation
When people of different ethnic backgrounds, age groups, religion, are brought together
to work as a cohesive unit, they bring about diversity at the workplace. For a business to survive
in a harsh and competitive global environment, there is a need to utilize the diversity available at
the workplace efficiently. Every organization should ensure that diversity management is part
and parcel of its culture. Diversity at the workplace is not about how people view themselves but
rather how their perceive their colleagues. Perceptions between workmates of different and
diverse cultures affect how individuals of an organization interact. For effective diversity
management, there is a need for supervisors and managers to effectively deal with
communication, change, and adaptability at the workplace (Darby, 2015). Organizations that are
successful set aside resources to deal with issues facing a diverse workforce.
One of the major problems facing a diverse workforce is poor communication. The
success or failure of an organization depends on effective communication. At the workplace,
communication between individuals is both done through verbal and non-verbal means based on
a common business goal. This may be internal; between employees and management, or
external, between company staff and suppliers, retailers, or customers.
For a diverse workforce, communication depends on how employees perceive business
communication based on their diverse backgrounds. The high-context and low-context cultures
between the East and West are quite common (Ang & Van Dyne, 2016). Employees from the
East believe in having spoken few words that have an important meaning as compared to West
employees who believe in explicit information. As such, there is a need for employers to design
business communication to suit the needs of every employee.
Poor communication caused by a diverse workforce may result in lowered productivity.
Poor communication may be either oral or written and can adversely affect the performance of
an organization. Language barrier may result in the sending of vague messages or may lead to
rewriting documents that contain errors greatly affects the workflow in a company. The lack of a
clear communication policy at the workplace may lead to slow and inefficient business practices
(Velasco at al., 2016). Due to poor communication techniques, an organization may suffer from
decreased innovation. As such, a company's ability to handle important projects may be
compromised thereby leading to lack of innovation and crippling its operations. The capacity to
innovate is largely dependent on good communication. Lack of it decreases innovation. It is also
important to highlight that poor communication in a diverse workplace reduces employee
morale. This is because ineffective communication, results in reduced employee inspiration,
creativity, and productivity. Employees who also have poor business skills necessary for
communication lack the enthusiasm needed to perform their duties.
There are several ways in which poor communication in a diverse workplace can be
reduced. First, it is imperative to conduct a workplace diversity assessment. This ensures that a
firm is able to assess the obstacles that its employees face and in the long run help to come up
with a workplace diversity plan Sandal (2016). Second, it is essential to assign mentors to guide
employees who have poor communication skills and face language barriers. The mentor is
responsible for the employee's communication development. Third, having an open-door policy
is essential to ensure that employees can seek guidance from top-level management on issues
pertaining business communication. Finally, it is imperative for employees, both Eastern and
Western employees learn from each culture available. In doing so, employees will be ble to
communicate and relate better amongst themselves.
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge.
Darby, F. (2015). Diversity in the Workplace. The ITB Journal, 4(2), 3.
Sandal, G. M., Van De Vijver, F., & Bye, H. M. (2016). Leadership approaches to diversity at
the workplace: Implications for employees' organizational commitment and well-
being. International Journal of Psychology, 51, 773.
Velasco, R., Villar, R., Lunar, R., & Velasco, V. (2016). Diversity in the workplace: Evidences
from gulf college, Oman. Journal of Asian Business Strategy, 6(4), 73.

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