Diversity is "the state of having people who are different races or who have different cultures in a group or organization" according to the Merriam Webster Dictionary. (Merriam Webster Dictionary)
While Neault & Mondair (2011) defines Diversity "as a term that is used widely, but often without a shared understanding” (para.3), which relates to the way people, identify themselves as well as others within the workplace. It includes visible differences such as: ethnicity, gender, age, disability, and national origin. Managers and employees must learn to value the different cultures that are within the workplace because everyone is equal and should be treated accordingly ...view middle of the document...
“Acknowledge the difference.
2. Educate yourself about differences by reading, listening, and putting yourself in situations where the other group is dominant.
3. Figure out how the person you are working with is like what you have discovered about the group of which he or she is a member and how she or he is not.
4. Work to value those differences”.
According to Neault & Mondair (2011) “in a workplace where diversity is celebrated rather than merely tolerated, all individuals can be open about all aspects of their culture and individual characteristics; employees will not have to attempt to hide their spirituality, political affiliations, sexual orientation, disabilities, gender, ethnic background, age, socioeconomic status, or any other characteristic that could potentially lead to discrimination or bullying. However, this may be more of an aspirational goal than something that is practically achieved in the workplace” (Neault & Mondair, 2011, para. 5).
According to Sparder (2009), when there are different ethnic groups working in an organization it allows for the workplace to gain more ideas and allow for the workers to express a way the job can be done faster and productive. Workers will applaud one another for their accomplishments and began to work together as a team sharing ideas (Spader, 2009).
According to Graham (2006), the benefits of diversity in the workplace today allows more employee input, which helps the organization with the different races, less resistance to change in the workplace, adaptability, and also communication which is a major factor to avoid misunderstandings. When dealing with passive diversity cultures they feel pressured to think and act because they don’t want to cause conflict and make sure that the supervisor are pleased
Wolfson, Kragier, & Finkelstein(2011), believes when employees feel that the organization effectively manages diversity and embraces an affirming diversity climate, they are more likely to feel valued and fulfilled in their job, the employees will develop loyalty towards and feel as if they are a part of the organization, in which it improve interactions with co-workers. Diversity friendly workplace can make employees feel more comfortable at work and enhance team spirit, boost creativity and promote a sense of investment in the workplace (Wolfson et al., 2011).
Diversity in the workplace has many challenges that need to be addressed. One of the key issues is resistance to change that happens to be one of them on both the worker and manager part. Another challenge is communication without being able to converse appropriately. Obstacles that occur between different groups of people due to authentic or apparent differences and pre-conceived concepts cannot be efficiently destroyed. The resolution for diversity training is to help increase communication between different societal crowds. Next, diversity management which is related to the challenge of policy...