Diversity management in Organizations.Diversity refers to the differences that exist among people in an organization that encompasses differences in gender, race, age, personality, educational background, cognitive style, ethnic groups, tenure and many more. It is an intensive phenomenon and most dynamic area in management especially in areas with a cross-cultural setting with employees from various cultural backgrounds. Managers need a clear understanding of the diversity of their workforce failure to which they face challenges in handling the diverse values and interests of the employees. Some of the reasons why I am interested in diversity management are globalization which has changed the composition of the workforce in many organizations. Currently, organizations operating at international levels are having employees and partners or stakeholders from different regions and therefore the management requires knowledge more than that of their native countries. Employees working in any organization must feel like part of the organization and therefore the organization must have an inclusive culture and establish a culture for embracing everyone regardless of unique features or else the people may leave the company. Many organizations have also realized the benefits associated with a diverse workforce despite the challenges that are experienced in managing them. A diverse workforce increase productivity due to different expertise and experiences, but management must learn on how to support the multiple lifestyles and individual characteristics through the provision of support to ensure acceptance of all people and education of the workforce. Diversity in a workforce increases creativity and capacity for problem-solving, fosters innovation, diversifies the organizational strength, helps in communication building, increases the diversification of customers since they can be understood better by employees from the same background. Among the sources that are relevant and informative in diversity, management is the following four journal articles. (Rahman, 2019), focused on the benefits of managing diversity, how leaders can manage the diversity and the challenges they face when managing diversity. I find this helpful because in the current global era diversity is inevitable especially because of technological advancement, change in demographics and patterns of demand which facilitate workforce diversity. This article shows why we need to manage diversity band what to expect in the process. (Nisa, 2016), this article gives a different perspective on managing diversity by integrating it with equality and evaluating the capabilities organizations have for managing diversity. It demonstrates how performance appraisal, affirmative actions and sociocultural issues such as discrimination experience in many organizations with some people treated unfairly on various basis. It emphasizes on organizations developing capabilities for encouraging diversity. (Shaban, 2016), also focus on how organizations today are bringing people from different backgrounds to work together through mergers, alliances or joint ventures with a focus on satisfying their customers. Its focus is on how managers can manage diversity effectively without compromising the benefits associated with diversity. (Helen Eboh CLETUS, 2018), specifically expounds on the prospects of a diversified workforce, challenges of workplace diversity, and the solutions to the challenges of diversity management that organizations can use. It is helpful in giving the processes, steps, strategies or practices that can be used now and, in the future, to sustainably manage diversity.ReferencesHelen Eboh CLETUS, N. A. (2018). Prospects and Challenges of Workplace Diversity in Modern Day Organizations: A Critical Review. HOLISTICA.Nisa, A. S. (2016). Managing diversity and equality in the workplace. Cogent Business & Management.Rahman, U. H. (2019). Diversity Management and the Role of Leader. Open Economic.Shaban, A. (2016). Managing and Leading a Diverse Workforce: One of the Main Challenges in Management. Procedia – Social and Behavioral Sciences.