Challenges Of Workforce Diversity
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Diversity: 5 Reasons Why Workforce Diversity is Good for your Workplace
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In fact, in response to whether their organization encouraged taking time for mental health safety reasons, Resolving the gender disparities that continue to persist will require increased thoughtfulness, additional, diverse insights, and new strategies. They need to do their part to make the cybersecurity space a more rewarding and welcoming one for everyone. About the Author: Ambler is an attorney with a background in corporate governance, regulatory compliance and data privacy.
She currently consults on governance, risk and compliance, enterprise data management as well as data privacy and security matters in Washington, DC. Twitter: amblerjackson. Toggle navigation. When gender diversity becomes a point of emphasis, revenues surge also. Diversity in the workplace helps companies begin growing. Two-thirds of hiring managers say that a diversity initiative helped their company grow, creating new positions and opportunities for local workers.
It creates a broader pool of talent from which to draw. When diversity initiatives are in place, hiring managers are no longer hampered by various applicant criteria. Instead of worrying about educational experiences, age, geographic location, or other screening factors, human resources can focus on practical knowledge. The people who are best for the job receive the top priority because skills are the driver of success with diversity in the workplace, not the other less consequential factors. There are more cross-training opportunities available with diversity in the workplace. When you have a diverse team working for you, then each person brings a skill, talent, and perspective to the group which benefits everyone when managed correctly.
Diverse teams are like sponges. Each person on the team learns and grows because of the vast array of perspectives offered. That process improves cultural understanding on a global level, fuels innovation for new products and services, while finding new ties to the common ground we all share. Society benefits on several levels when encouraging diversity in the workplace. When diversity is a point of emphasis on organizational teams, there are benefits which become possible to the national economy. Having more women working in the labor force would help to fill job shortages at the local, regional, national, and international level.
A global emphasis on allowing women to work would reduce poverty almost immediately. The same would occur if people with disabilities were hired and trained to fill open positions. The income structure of the economy would become more diversified, reducing risk exposure that likes to creep up after times of economic growth. Task assignments have fewer variables. When diverse teams are present in the workplace, individual workers can receive specific assignments based on their strengths and experience. There is no longer a guessing game played by managers as they attempt to develop their team. With several strong skill traits spread out amongst all individuals, the perfect leader for each project is more likely to be found internally, which means fewer job searches and new hires may be necessary.
It creates multiple layers of administrative management to juggle. The easiest way to resolve this disadvantage is to make the hiring process a team effort. Managers should be asked to do everything. Create a committee which can oversee the diversity initiatives. See how other companies are finding success, then be honest with your own situation. Gender diversity is still nowhere near where it could be. The emphasis on diversity includes other cultures and ethnicities. It does not include women. As of , just 4. There are more CEOs named David in that list than there are women working at the highest levels of business. Women are more likely to start businesses and earn more in their company while being less likely to seek financing opportunities.
It may create an initial surge in resignations. People can become so uncomfortable in a diverse workplace that they decide to leave their job instead of following the initiative. You gain an improvement in the workplace environment because prejudice is no longer permitted, but doing the right thing does come at a price. Smaller businesses could find themselves financially strapped if enough people leave. Some companies see an increase in complaints when focusing on diversity. Because you have several different people coming from unique backgrounds, a diverse workplace environment will create more conflict over time. In some cultures, it is important to be at work for long hours, in others productivity is what counts. Looking at countries in the OECD, working hours can vary significantly.
Increase in conflict. It is not surprising that diversification can cause issues in the workplace if not handled sensitively. Existing staff members can feel threatened and new employees may not know where they are supposed to fit in. This may be particularly difficult in companies with a long serving workforce. How to overcome challenges of workplace diversity? There is a lot an international human resource manager can do to help overcome the challenges associated with workplace diversification. Recruiting more underrepresented minorities. Diversity Training and mentoring. Diversity training has been implemented across many of the most successful Fortune businesses over the last few years.
Although it may appear to be a solution, studies on the results have been mixed. If your business wants to see real change when it comes to diversity and inclusion , ensure at least one of each employees objectives relates to promoting diversity and inclusion. This could be completing a project with a diverse team, mentoring someone from a different background or participating in team building activities. Facilitate different communication styles. Not everyone in diverse teams will communicate in the same way. It is key to your team's success that everyone's voice is heard. Begin by creating a communication friendly space. Lead by example and show others in your workplace that regardless of the cultural norms they may be used to, they do not need to be afraid to speak up or share thoughts and ideas at work.
Enable people to communicate effectively by whichever method they feel most comfortable whether that is by email, in person or using a collaboration tool. Consider an anonymous communication tool for more sensitive problems and ensure people understand there will be no repercussions for reporting genuine issues. Employee satisfaction survey. Culture Amp suggest questions like: I feel like I belong at this company? I can voice a different opinion without negative consequences? Perspectives like mine are included in decision making? Measure success. Finally, know that you are increasing diversity and inclusion with surveys that allow those in your organisation to share their demographic information.
Use this data to measure quarter on quarter success when it comes to improving diversity. Related articles. More information. Blog Employee wellbeing initiatives for This year is likely to be a year of significant change as vaccination programmes enable the world to cycle out of rolling lockdowns. Blog Challenges of international human resource management We look in depth at some of the challenges faced by international human resource management from fostering a diverse workplace to solving international communication problems.