Diversity in an Organization

Diversity

When referring to human characteristics that are distinct from our own and outside of the

groups to which we belong, such as gender, race, age, and ethnicity, we use the term diversity

(Diversity Definition | What Is Diversity, 2019). The democratic concept, according to which all

persons are created equal, should be upheld through healthy organization. Males and females

must be treated equally in the workplace, regardless of their age, religion, or color.

The ability to foster outstanding ideas, change, and values from people with diverse

backgrounds and viewpoints is one of diversity's key benefits. Additionally, a diverse workplace

gives workers from various cultures and backgrounds more exposure. Employees are allowed to

learn from coworkers whose work habits and character traits diverge from their own. This is

mostly relevant to workers in multigenerational workplaces. Workers from the tech-savvy

generation teach the traditional generation new digital skills (Milanesi, 2020).

The relevance of variety within an organization has been extensively studied in both

literature and research, with many studies indicating that diversity may enhance an organization's

effectiveness. The importance of diversity in today's workplaces cannot be overstated. This

phenomenon calls for the employment of people who represent various racial, cultural, gendered,

ethnic, worldviews, and religious groups. As a result, businesses have access to a wide range of

benefits that will enhance employee morale and communication inside the organization and

greatly enhance productivity. Communication within an organization is significantly impacted by

diversity. This point implies that good working relationships among coworkers have been
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established. In other words, it entails setting up a setting that promotes communication and

removes any obstacles that could be present.

According to the (Milanesi, 2020) article, "Microsoft's Diversity & Inclusion 2020

Report," diversity is a strength of Microsoft, where people of many racial groups, nationalities,

and genders work. As a result, communication that respects and displays a desire to collaborate

with others while also taking into consideration individual differences is formed. For the

business to succeed in its endeavors, it is also important to take diversity management into

account. First, the company values diversity and inclusion as the capacity to view a problem

from several angles ("Diversity and inclusion," n.d.). Second, the company respects every

employee with respect. The firm also places a strong emphasis on diversity, which is seen as the

catalyst for creativity (Mumby & Kuhn, 2018). The business actively combats sexual, racial, and

gender discrimination to create the most diversified atmosphere possible. Additionally, the

organization's culture was developed by paying attention to its history, which is considered to be

a driving force for change.

The importance of Diversity in the study of Organization Behavior

The workplace is more diversified than ever thanks to growing globalization, the

availability of a competent and educated workforce in many different places, and the ease of

travel across continents. Workers from a variety of educational levels, age groups, races,

religions, and cultural backgrounds represent this diversity. If the abilities, energies, and

perspectives these workers collectively bring to the table are properly channeled, this diversity

can be a significant value to the organization. When an organization is diverse, it can aid with

decision-making, increase worker acceptance and tolerance, and increase transparency and

openness. By resolving disputes, fostering goodwill, and ensuring that varied groups complement
Diversity in an Organization

one another rather than causing problems and conflicts, Human Resources plays a significant

role in managing diversity. To develop policies and procedures that will unite the cultures and

use diversity to develop a pool of skills, attitudes, and ideologies that collaborate to produce

better results, foster a positive organizational culture, and set an example for others, Human

Resource Managers must arm itself with knowledge, skills, and a proactive attitude. This is a

challenge that almost every large organization faces. This is only possible if the field of

organizational behavior places a high priority on educating students about cultural diversity at an

early age and equipping them to lead change and build more diverse, open, inviting, and tolerant

organizations.

Personal Views on Diversity

Diversity, Equity, and Inclusion are a part of our basic principles and are not merely

trendy terms. We think an environment of fresh thinking and innovation is fostered by a

community of well-rounded professionals from various racial and ethnic backgrounds, as well as

all nationalities, educational levels, and genders. Every corporation should value and benefit

from gender, racial, geographic, and cultural diversity, I contend, as these factors are crucial to a

company's ability to expand. It is essential to foster an inclusive environment, accepting of

everyone's distinct differences, enables all employees to reach their full potential, and as a result,

enables your company to reach its highest potential. It allows you access to a wider spectrum of

talent from across the world and offers perceptions into the wants and drives of the entire

consumer or client base, rather than just a portion of it. To me, diversity has always been

important and has the potential to help a business develop.

A diverse workplace is an asset because it recognizes the unique talents and potential that

each person brings. Respecting one another's diversity is what ultimately unites us all and can be
Diversity in an Organization

the key to a prosperous company with a fair work culture. Diversity encourages fresh thinking

and serves as a key to creativity. No exemption applies in the corporate sphere. A company

becomes more innovative and resilient the more it is receptive to viewpoints from individuals

from various backgrounds. In addition to enhancing performance, diversity fosters constructive

conflict that promotes thoughtful discussion and subverts uniformity. However, accepting

diversity is more difficult than just saying it. An organization may experience friction, unease,

and conflicts if personnel are not used carefully.

Comparison of historical vs modern views on Diversity

History of Diversity

Diversity Equity and Inclusion (DEI) has been in the spotlight for the past ten years, but

the field has been for much longer. Following the implementation of affirmative action and equal

employment laws in the middle of the 1960s, workplace diversity training initially became

popular. Many businesses had a documented history of racial discrimination before then.

Companies began diversity training initiatives to assist staff in adjusting to working in offices

with greater integration as a result of these new laws. Regrettably, previous DEI training

initiatives have had trouble producing appreciable progress (Lussier, n.d.).

Establishing a list of workplace dos and don'ts was a common strategy used by

executives to promote DEI. Employees were required to participate in mandatory training days

where they sat through drawn-out workshops and answered numerous personality and bias

surveys. Unfortunately, these programs did little to improve workplace diversity and harmony;

although staff members were able to retain the rules and information provided to them, diversity

training's beneficial impacts rarely persisted for more than a few days (Deloitte’s DEI Services,

n.d.). This conclusion was supported by a 2019 Harvard Business Review experimental study
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that discovered bias-focused training in particular had no impact on the behavior of white or

male employees, who often hold the most authority inside an organization. Particularly, these

mandated training programs were occasionally viewed negatively by employees as being

excessively restrictive. The DEI training became partially ineffective as a result of certain

employees being forced to rebel and break training guidelines (Diversity, Equity, and Inclusion,

n.d.).

Modern Views on Diversity

Many people have doubts about the DEI profession's long-term viability given its

unexpected and rapid rise. Even though there has been significant progress in the last few years,

more effort has to be made to eliminate negative social prejudices and advance equity in the

workplace and society at large. It should be a goal of every organization to create a culture where

everyone feels heard and respected. Thankfully, views at work about DEI investment are largely

favorable (Diversity, Equity, and Inclusion, n.d.). New DEI initiatives are being adopted across

all organizational levels and departments, from project teams to top-level executive boards. DEI

is probably going to stick around in the long run because it has already developed into a major

business function and priority. The problem of prejudice in the workplace and society at large

cannot be solved quickly. Therefore, we must continue to endeavor to make the workplace more

inclusive, equal, and diverse (Deloitte’s DEI Services, n.d.).

Diversity and its importance

In the modern world, diversity is crucial because it enables us to learn from one another

and recognize that each person is exceptional and unique in their own way. There are many

reasons why diversity is vital in society and in different situations including the workplace,

classrooms, and communities. The idea is that each person is unique and that each of our
Diversity in an Organization

personal differences has a function in society. Sadly, diversity hasn't always been valued. But as

a society, we are beginning to understand how important it is to unite people of all races,

ethnicities, religions, and gender to form a cohesive team and community, and doing so has

several benefits for communities and groups (Goldstein, 2021). Diversity is significant for the

following reasons.

 Enhances creativity and innovation: A diverse group of people can bring a variety

of viewpoints, ideas, and experiences together, which can result in more creative

and imaginative solutions to issues or obstacles (Man, 2021).

 Better judgment: Diverse teams are more likely to take into account a variety of

perspectives and approaches, which can result in better judgment and superior

results (Man, 2021).

 Promotes learning and personal development: Interacting with people from

various backgrounds can assist individuals in deepening their knowledge of and

appreciation for various cultures, values, and experiences. This helps individuals

develop empathy and a sense of personal responsibility (Man, 2021).

 Enhances adaptability and resilience: Diverse groups are more likely to possess a

variety of skills and experiences that can help them respond to new challenges

and opportunities, making them better able to adapt and be more resilient in the

face of change (Man, 2021).

 Reflects and meets the demands of diverse populations: In a multicultural society,

institutions and organizations must be able to comprehend and cater to the needs

of many groups. A diverse workforce or society is better able to do this, ensuring

that goods, services, and regulations are more pertinent and available to

everybody (Man, 2021).

 Economic advantages: Diversity can boost the nation's economy by expanding the

skill pool, encouraging creativity, and fostering better decision-making inside

businesses (Man, 2021).

Conclusion

A company needs diversity to succeed. Continuous improvements, innovation, and

effectiveness are the side dishes produced by an organization that blends multiple cultures into

one pot.
Diversity in an Organization

References

CNN, J. B., Daniel Wolfe, Priya Krishnakumar, Christopher Hickey, Meghna Maharishi, Renée

Rigdon, John Keefe and David Wright. (2021, August 12). Census release shows

America is more diverse and more multiracial than ever. CNN.

https://www.cnn.com/2021/08/12/politics/us-census-2020-data/index.html

‌Deloitte’s DEI Services. (n.d.). Deloitte United States. Retrieved July 23, 2023, from

https://www2.deloitte.com/us/en/pages/about-deloitte/solutions/diversity-inclusion-

strategy-services.html

Diversity Definition | What Is Diversity. (2019). Greater Good.

https://greatergood.berkeley.edu/topic/diversity/definition

‌Diversity and inclusion. (n.d.). Microsoft.

Diversity, Equity, and Inclusion. (n.d.). BCG Global.

https://www.bcg.com/capabilities/diversity-inclusion/overview

Goldstein, S. (2021). Ground rules for discussing diversity: Complex considerations. In Kite, M.

E., Case, K. A., & Williams, W. R. (Eds.). Navigating difficult moments in teaching

diversity and social justice (pp. 17-29). American Psychological

Association. https://doi.org/10.1037/0000216-002
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‌Lussier, K. (n.d.). What the history of diversity training reveals about its future. The

Conversation. https://theconversation.com/what-the-history-of-diversity-training-reveals-

about-its-future-143984

Man, J. (2021, April 8). Why is Diversity Important in 2020? | Best of Diversity & Inclusion,

Sustainability 2020. Diversity for Social Impact. https://diversity.social/why-is-diversity-

important/

‌Milanesi, C. (2020). Microsoft’s Diversity & Inclusion 2020 report renews commitment and

redirects focus amidst the pandemic and social unrest. Forbes.

Mumby, D.K. & Kuhn, T.R. (2018). Organizational communication: A critical introduction.

SAGE Publications.