Managing a Diverse Workforce

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Despite the enactment of Equal Rights and Opportunities Legislation, the disadvantaged members of the society have not been favoured in getting lucrative jobs. Consequently, policies and programs intended to enhance diversity in organisations are developed to ensure a welcoming environment to such groups. Diversity management is described as the voluntary actions designed by organisations with an intention of creating increased inclusion of workforce from different backgrounds into formal and informal structures of the organization via deliberate policies and programs. Diversity management comes in different perspectives. Intra-national diversity management is described as managing diverse employees of immigrants or citizens within one national organization. Cross-national diversity management refers to managing of employees of immigrants or citizens in various countries. According to Mor Barak (2005), the main challenge in diversity is not just ensuring that it is present but rather how to create conditions in which it will not act as a barrier to performance but enhance performance. There several advantages that comes with institution of diversity policies and programs. …
The senior management of the company issued policy guideline to ensure higher representation of the disadvantaged groups and although there has been an increase in the number of women in the organisation to 45 percent, they do not make to the higher levels of management. Additionally, the company is not able to retain the disabled employees it hires. Rationales for Increasing Diversity There are various rationales for increasing diversity an organisation. Firstly, by promoting diversity, organisation seeks to conform to the requirements of the equal employment opportunity legislations which illegalize discrimination of the disadvantaged members of the society. Consequently, by ensuring diversity, organisations are able to demonstrate that they uphold the antidiscrimination laws (Cox, 2001). The other driving force behind diversity initiative is to ensure that an organisation conforms to the affirmative action. Most companies have also recognized that by ensuring a diverse workforce, they are able to benefit from a better public image. Enhancing diversity is particularly seen as a strategy for companies which help improve marketing, acquisition of diverse talents and enhancing the process of problem solving thereby giving such organisations a competitive edge over its competitors. Laws that discourage discrimination have also been entrenched by international labour organisation (ILO) and the European Union leaving companies with no choice but to ensure compliance (Mor Barak, 2005). In addition to the antidiscrimination laws, organisations adapt diversity management strategies following a realization that diversity is reality is strength rather than a weakness