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It is important to note the fact that diversity in the workplace can be defined as an organizations tendency to hire and promote a diverse set of individuals who are multicultural in regards to background, education, language, sexuality, age, ethnicity, race, or gender. It is not highly challenging to assess whether a workplace is diverse or not because one needs to categorize the present people in accordance with the measurement metrics listed previously. If the workplace is primarily and predominantly occupied by individuals of one specific group, then there might be a lack of diversity. The key advantage of workplace diversity is a better representation, improved decision making, and an expanded talent pool, whereas the disadvantages can be performance, social integration, and other negative outcomes (Guillaume et al., 2017). In other words, diversity can be a certain form of a double-edged sword.
It should also be noted that the positive impacts of culture in the workplace in regards to the subject at hand revolve around a higher degree of equality and multiculturalism. The negative ones might be focused on more challenges of ensuring teamwork and cooperation. As a leader, one should encourage diversity in the workplace because the shift in paradigm needs to be initiated from the top to the bottom, which means it is the leaders responsibility to ensure the change takes place. In order to accomplish the goal of diversity and inclusivity, the national CLAS standards can be utilized through strict and strong adherence to the key points. One needs to be highly aware of vast cultural and linguistic differences among patients, which can be more easily overcome through a presentation of a diverse set of workers in the workplace.
Reference
Guillaume, Y. R. F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?Journal of Organizational Behavior, 38(2), 276303. Web.
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