Diversity Management

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Image Source - (Dominguez, 2016)

Through specialized policies and initiatives, diversity management refers to organizational efforts that try to foster better inclusion of individuals from various backgrounds into an organization's structure. As a result of the increased variety of the workforce around the world, businesses are implementing diversity management techniques. Companies may now hire and manage staff from all over the world and in multiple time zones thanks to technological advancements. Companies are developing particular policies and programs to improve employee inclusion, promotion, and retention of employees from all origins and cultures. The programs and policies are intended to create a friendly atmosphere for groups that have previously been denied access to employment and higher-paying occupations. In the mid-1980s, North America pioneered the concept of variety, which later extended to other regions of the globe. Ronald Reagan, the then-President of the United States, had promised to repeal the anti-discrimination and affirmative action legislation. Employees from Equality and Affirmative Action presented the case that diversity management should be viewed as a competitive advantage for US businesses rather than a regulatory requirement(CFI, n.d.). 

Types of Diversity Management

Best Practices of Diversity Management

The two methods of diversity management are as follows:

1. Intranational diversity management
Intranational diversity management refers to the management of a workforce made up of citizens or immigrants working in a single country. Employment possibilities for minorities and recent immigrants are the subject of diversity programs. A French corporation, for example, might develop policies and initiatives aimed at increasing sensitivity and offering employment to the country's minority ethnic communities.

2. Cross-national diversity management
The term "cross-national" or "international" diversity management refers to the administration of a workforce made up of citizens from many countries. It could also include immigrants looking for work from various nations. A corporation located in the United States with branches in Canada, Korea, and China is an example. The corporation will create diversity programs and rules that will apply to both its US headquarters and its international branches. The major problem of cross-national diversity management is that, depending on where the employees live, the parent firm must consider the legislative and cultural laws of the host countries in which it operates(Personio, n.d.).

These best practices can help organizations maintain a competitive commercial advantage while simultaneously maximizing the potential of their diverse workforce. The following are some of the best practices that a company can use:

1. Commitment from top management
Workforce diversity can flourish if it is embraced by the company's top management as part of a common vision. Policy formation is the responsibility of an organization's senior executives, and the policies they create can either foster or destroy workplace diversity. The diversity plan becomes severely limited when senior management fails to demonstrate commitment to executing the diversity policies
2. Identify new talent pools
Management must immediately hire new talent in a company where more employees are leaving than are being hired. To get the greatest people, most companies turn to traditional new-employee sources like competing organizations and graduate schools. Companies should seek beyond traditional new-hire sources and consider additional talent pools, such as veterans, minorities, and people from different areas or nations. Hiring people with a wide range of talents and experience can help businesses provide higher-quality services to a global client base(CFI, n.d.).
3. Provide a safe avenue for dialogue on diversity-related issues
Employees from similar backgrounds should be able to connect and share their issues in a secure setting by forming resource groups. People from minority groups frequently feel excluded from companies, which can lead to higher job turnover. Employee engagement and performance can be improved by providing opportunities for mentorship, networking, and socializing. Successful employees can demonstrate how they achieved success within the company and mentor new employees.
4. Make diversity part of the company’s objectives
An organization that values workforce diversity should not be shy about letting the public know that it values diversity and collaborates with people from all walks of life. Start by promoting and supporting employees who volunteer for various causes, such as a disability walk or an HIV/AIDS awareness forum. It can organize fund-raising initiatives to help disadvantaged and underprivileged people. Minority groups may be eligible for internships and scholarships through the organization(CFI, n.d.).
5. Distinguish between diversity and affirmative action
Affirmative action programs have been adopted by several governments across the world to give chances for women and other minority groups. Organizations should distinguish between affirmative action and diversity, even while such affirmative actions enhance diversity. Diversity is proactive rather than reactive, and it necessitates organizational change. People from various cultures, backgrounds, and beliefs contribute a variety of work styles, opinions, and perspectives to a business, which can be used to increase efficiency and drive product development inventiveness(CFI, n.d.).

References

CFI, (n.d) What is Diversity Management? [Online]CFI. Available at: https://corporatefinanceinstitute.com/resources/knowledge/other/diversity-management/ [Accessed 03rd December 2021].

Dominguez, M. (2016) Benefits of Managing Cultural Diversity in the Workplace [Online] KPC. Available at: https://www.kpcinc.com/benefits-of-managing-cultural-diversity-in-the-workplace/ [Accessed 03rd December 2021].

Personio, (n.d) Diversity Management: How Can It Help Grow Your Business? [Online] Personio. Available at: https://www.personio.com/hr-lexicon/diversity-management/ [Accessed 03rd December 2021].

 

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