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  • Bachevinder Singh A/L Param Singh @ Bob

    January 6, 2022 at 12:12 am

    In today’s world, there is a wide range of age, gender, and ethnicity in the workforce. This diverse demographic is collaborating on projects at the same time. As a result, synchronization of their work values is critical for any business to succeed, and this will lead to increased job satisfaction among employees, which will boost the organization’s productivity. While an organization benefits from a varied staff, it also presents management issues. Below are some of the benefits of diverse workforce:

    1) Increase productivity: When diverse age groups are involved in complicated tasks, age diversity can boost productivity since it is positively associated to performance.

    2) Innovation: People of various ages, genders, and ethnicities come to work with their own set of experiences, work ideals, and expectations. All of these variables can help to stimulate creativity for the advantage of the organization.

    3) Staff turnover should be minimized:
    When compared to their younger counterparts, older employees are more loyal and stay with the same company, so age diversity can help to reduce employee turnover.

    However, the corporation faces difficulties in managing this heterogeneous population:

    1) Communication:
    Due to linguistic restrictions, employees may have differing perspectives. This might result in a breakdown in communication and a mismatch of viewpoints, lowering morale.

    2) Aversion to change: In any setting, change is unavoidable. This is not an uncommon occurrence in the workplace. However, in a varied workforce, some individuals may be able to accept change while others may be able to reject it. As a result, formulating inclusive change management policies becomes difficult.

    3) Differences in generations and ages:
    Work value orientations differ according to age group. For example, baby boomers place a higher value on loyalty, whereas millennials place a higher value on independence and innovation. As a result, there may be a clash of values.

    Organizations must take precautions to establish an inclusive culture in which each person is valued. The organization’s management and staff must be aware of and sensitive to diversity. The steps below can be taken to help your company become more inclusive:

    1) Evaluation of the workforce’s diversity:
    Organizations should implement employee satisfaction surveys that are designed with the different makeup of the population in mind. This will provide management with information about the expectations and challenges that employees face in the workplace.

    2) Creating a workforce plan that is inclusive: Following a workforce diversity evaluation, the organization must develop policies and plans that are inclusive of all employees.

    3) Sensitivity training:
    Employees must be aware of one another’s values, tastes, and social and cultural backgrounds. Employee morale will improve as a result, and they will get along better with one another. It will also encourage mutual respect.