Inclusion and Diversity

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In the past, research centred on work-group diversity, but recent studies indicate that management scholars have shifted their attention to inclusion. Consequently, several literatures have been developed on this topic. Even so, a lot needs to be done including the definition of the term. In my view, inclusion is extending our boundaries and embracing people of diverse backgrounds and experiences.

Through inclusion, we accommodate those who have been historically rejected. The act of diversity has been used in the past to refer to numbers of different kinds people in the labour force as a whole. In my opinion, diversity includes the entire range of primary aspect of an individual. Diversity and inclusion is an important recipe of a long lasting successful organisation.

In an organisation, diversity comprises many dimensions outside gender and race. Therefore, age, disability, ethnicity, religion and sexual orientation cover diversity. Secondary, the aspects of diversity include work and communication style, economic status, organizational role and geographical origin. Embracing diversity in an organization enhances personal productivity, organisational efficiency and continued competitiveness.

There are several models of diversity in an organisation. These include race, ethnicity, gender, age, disability, cultural and origin, and sexual orientation diversity. Intersectionality embraces that these classical models, do not act without the help of one another. Instead, they correlate.

Research has shown that younger men get more promotions in old type industries while younger women get more promotion in young type industries (Stockdale, 2004). Additionally, there is a difference in pay rates of women and minority group members compared to white men (Miller, 2002).

Such studies indicate how age norms interact with other forms of diversity to manipulate opportunities of individuals. Similarly, race and disability have affected how situational and individual disparity variables sway decision makers’ reactions to candidates who exhibit numerous diversities.

For an organisation to maximise the operation of its human capital, it must go beyond merely creating more varied workplace. This is evidenced from various positive effects of diversity experienced when an organisation embraces diversity.

Today, firms have realized that through diversity, organisational effectiveness is enhanced. For example, diversity improves creativity and innovation resulting in new products and services meeting the customers’ expectations. Consequently, a better teamwork is established through diversity when interaction between diverse workforces occurs leading to productive ideas in an organisation.

Moreover, a better image of a company is achieved in the end. This enhances growth of particular company as it reduces talent crunch by targeting varied groups.

Effective and happy workforce is ultimately achieved hence increased output due the contentment workers enjoy on being treated fairly, valued equally and given dignity at workplaces. In addition, workers will reduce absenteeism and unnecessary frustration due to discriminatory. Hence, a company can reap benefits particularly in terms of improved recruitment and withholding among talented workforce.

For one to establish an inclusive organisation, a dedicated undertaking is essential. Primarily, an organisation should develop its qualities. This is achieved by creating a sense of identity inclusive of everyone in an organisation. However, it should be particular enough to separate your firm from the others.

Consequently, top management should be committed to diversity in that they should have plans to draw and preserve more diversity. Moreover, these plans should be reviewed occasionally and proven successful. Furthermore, equality in an organisation should be prioritised. Demonstrating equality means rewarding and recognizing best performers at all stages of the organisation, and not just higher management.

A collaborative work environment should also be encouraged since it focuses on teamwork and encourages all employees to work together. This is promoted through assigning projects with diverse individuals and rewarding group efforts.

Developing Individual traits in an organisation is an essential tool for an inclusive and effective organisation. This is achieved through focusing on people and acknowledging that they will make mistakes. In addition, the existence of personal conflicts in the workforce should be acknowledged.

Therefore, workers should be encouraged to discuss arising issues among themselves. Individual’s reports or complaints should be given immediate attention and feedback should be channelled in time. Workers should also discuss freely issues regarding the company with the managers for effective recommendation.

Legally, US employers are barred from giving race or ethnicity consideration in the workplace in all the institutions. These include hiring, promotions and assigning employees.

Therefore, organizations must provide equal employment opportunities in order to comply with such laws. Through education, the social community has learnt to embrace diversity since more people have learned to appreciate other individual’s differences for the common good.

To become a champion of inclusion and diversity I would come up with the best strategies in my workforce. Through training and awareness building programs, my employees will understand the usefulness and meaning of managing and valuing diversity and inclusion.

Consequently, regular education will ensure that my workforce learns about appreciating their cultural differences, methods of responding to discrimination in workplace, skills needed for working in diverse work teams and improving workers awareness on the cultural diversity within our organisation.

To incorporate lessons from this course in my daily live, I will focus on strategies and policies that encourage diversity and inclusion in business organisation. Primarily, I must make sure that my organisational culture and setting supports diversity before employing various candidates.

Respecting the workers differences would be beneficial to our organisation as this will create a competitive edge increasing productivity. Since our workforce comprises of diverse cultures, it will be my responsibility to educate my employees on the need to adapt to a diverse workforce.

References

Miller, F. A., & Katz, J. H. (2002). The inclusion breakthrough: unleashing the real power of diversity. San Francisco, CA: Berrett-Koehler.

Stockdale, M. S., & Crosby, F. J. (2004). The psychology and management of workplace diversity. Malden, MA: Blackwell Pub..

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Inclusion and Diversity

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