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Name: Itirelang
Surname: Budaza
Student number: 50513656
Module code: LARM212
Due Date: 10 April 2025
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Topic: Managing diversity: A comprehensive
review of managing racial and ethnics diversity,
gender diversity, and Spirituality, religion, diversity
and inclusion in the workplace.
Introduction
Currently, workplace diversity is not simply a corporate buzzword, it is a determining
factor of organisational success. Companies that embrace racial, ethnic, gender, and
spiritual diversity are more innovative, have happier employees, and are ahead of
their competitors. Diversity in the workplace means having a workforce inclusive of
different backgrounds and national origins (Cooks-Campbell, 2023). Diversity in the
workplace has become an increasingly important issue in recent years, with
organizations recognizing the need to create a diverse and inclusive workplace to
remain competitive and attract top talent (Kumar et al., 2023).
Managing racial and ethnic diversity
Racial and ethnic diversity refers to the presence of individuals of different racial and
ethnic backgrounds in a community, workplace, or group. It includes differences in
physical appearance, cultural practices, languages, ancestry, and historical
backgrounds. A racially and ethnically diverse environment promotes the sharing of
ideas and insights and creates an inclusive and understanding environment.
Managing racial and ethnic diversity is important to create an environment that is
equal, inclusive, and high performing. A diverse workforce increases creativity for
problem-solving and improved decision-making processes, it helps to reduce
workplace discrimination and unfair treatment so that all employees are treated fair.
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When employees feel valued and included, productivity increases, and there is a
positive work culture. The ever-increasing diversity of organisations, due to social
and political changes such as migration, globalisation, and gender equality, is a fact
of life (Carrim & Moolman, 2020). Employment equity plays an important role in
managing ethnic diversity in companies by promoting a fair and inclusive workplace
environment. It ensures that people who were previously disadvantaged are now
included, and they receive equal opportunities.
Gender diversity
Gender refers to masculinity and femininity, qualities and characteristics that society
ascribes to each gender (Carrim & Moolman, 2020). Gender diversity means
including both men and women in places like work, school, and society. It also
includes supporting and welcoming the people who do not fit into normal categories,
like non-binary people. In gender diversity, an important aspect is gender equality.
Gender equality is equal rights, entitlements, responsibilities, and opportunities for
women and men. Equality does not mean that women and men will become the
same, but that women’s and men’s rights, responsibilities, and opportunities will not
depend on whether they are born male or female (OSAGI, 2001). There is a high
percentage of gender inequality in South Africa. There was a lack of promotion for
women, especially black women. Women felt that they worked very hard, but there
was little or no recognition for their effort. Women felt that men were getting better
treatment, and the conditions of employment still favoured men(Dibobo,CK et al,
2022). Gender diversity is important, because in the organization it creates a diverse
workforce. It improves business performance because the workforce is diverse, so
there is an increase in innovative ideas. Gender diversity also decreases the gender
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pay gap, it encourages fair wages and equal opportunities across all genders. There
are challenges in addressing gender diversity. Male-dominated industries, like
engineering, technology, and finance may be hard to enforce gender diversity.
Women are still underrepresented in leadership; there are very few females in senior
and executive roles, and this limits women’s career advancement.
Spirituality, religion, diversity, equity, and inclusion in the
workplace.
In today’s diverse world, workplaces are becoming more inclusive of employees’
spiritual and religious sense of self. Religion is a system of beliefs associated with
practices in the service of worshipping a superhuman controlling power (Carrim &
Moolman, 2020). Spirituality is a life orientation that takes account of more than just
physical and material reality, and includes a sense of connection to something bigger
than ourselves (Carrim & Moolman, 2020). Religion and spirituality are important to
create a respectful, fair, and productive workplace environment. Equity is to ensure
that everyone gets the same opportunities, and they are not discriminated against.
Inclusion is important so that everyone feels valued and that their contribution is
accepted. Acknowledging the religion and spirituality of employees, this shows that
the organisation supports its employees. This includes creating policies, prayer
spaces and respecting their practices and holidays. This will lead to job satisfaction
and more productivity. Formally, diversity is seen as recognising and embracing the
existence of many visible differences (E.g., genders, races, nationalities, age groups)
and invisible dimensions (thinking, value systems, socioeconomic class, and
individual differences) (April & Forster, 2024). Religion is important in society for
people’s psychological well-being, so that they can cope with their problems as they
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will have faith and hope. To reflect spirituality in all of life, people constantly show
their beliefs and values.
Conclusion
Diversity in the workplace is no longer something companies can afford to
overlook—it’s essential for growth, innovation, and long-term success. When
organisations actively support and celebrate racial, ethnic, gender, and spiritual
differences, they create a space where everyone feels seen, heard, and valued.
Managing diversity is more than just following rules, it’s about ensuring equal
opportunities to everyone. People are motivated when they are included, accepted
and this gives everyone a chance to thrive.” At the end of the day, diversity is not just
about having different people in the room, it’s about making everyone feel like they
belong”.
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Bibliography
1. Carrim, MH.N., & Moolman, L. (2020). Managing diversity in the South African
workplace. Van Schaik Publishers.
2. Cooks-Campbell, A. (2023, May 24). What diversity really means, and why it’s
critical in the workplace [ Blog post]. https://www.betterup.com/blog/what-
diversity-really-means-and-why-its-crucial-in-the-workplace.
3. April, K., Forster, A.D. (2024, January). Spirituality, religion, diversity, equality, and
inclusion.
https://www.researchgate.net/publication/379153990_Spirituality_religion_diver
sity_equity_and_inclusion.
4. Dibobo, C.K., Ngonyama-ndou, T.L., Mncwabe, H.P.S. (2022). Managing gender
and racial diversity in the workplace. Journal of Contemporary Management,
467-482. https://doi.org/10.35683/jcm21103.176.
5. Lai, Y. & Kleiner, B.H. (2001). How to conduct diversity training effectively. Equal
opportunities international, 20(5-7), 14-18.
