Organisational Diversity

Organisational Diversity

1. Organizational diversity in the workplace refers to the total makeup of the employee workforce and the amount of diversity included. Diversity refers to differences in various defining personal traits such as age, gender, race, marital status, ethnic origin, religion, education and many other secondary qualities.

   • Challenges Language and communication barriers are among the greatest challenges to effectiveness in a diverse organization. With global diversity, employees may speak many different primary languages, making accurate communication difficult. Culturally, different perspectives on communication and different viewpoints on discussions can get in the way of efficient decisions and resolution of conflicts. Conflicts are not only more common in a diverse workplace, but they are often more difficult to resolve because employees have a more difficult time seeing each other's perspective.
     • Along with providing training, company leaders need to set the tone for a highly functioning diverse workplace. This means setting the tone from the top by rewarding employees for involvement in diversity programs and supporting tolerance and acceptance of diversity. Some employers also participate in or financially support diversity awareness programs in the communities in which they operate. Finally, company leaders need to promote a non-discriminatory work environment.
   • Diversity can provided many benefits to organizations. A primary benefit is that a wide array of employee backgrounds means the organization as a whole has more experience and expertise coverage in critical areas that affect the company. Similarly, discussions typically produce a broader range of ideas when employees have diverse backgrounds. Additionally, companies that serve a diverse population or a global audience can more adequately serve that diverse market with employees that can speak the language and relate from a cultural standpoint.

2. Culture of Diversity You may live in a town that is very accepting of people of different races, genders, sexual orientations and national origins. • The community calendar may be filled with festivals and events that include community members from different races and national origins. • The local library may provide informational seminars and research materials for citizens born in other countries. • There might be multiple sports options for citizens of both genders and all ages. • The agenda of the city staff, local businesses and religious organizations may promote a wide variety of exciting shopping, educational and religious experiences. These actions would be examples of a culture of diversity.

3. Forward (Entrepreneurial) Looking Culture Organisations that have an entrepreneurial spirit embrace change and take risks, are said to be forward looking. Entrepreneurial businesses can have short life span because they take risks but they can also expand rapidly if their innovative approach is successful. Entrepreneurial businesses are centred around profit and make the most of their staff through a task culture approach. Backward (Bureaucratic) Looking Cultures A backward looking culture does not embrace change and is led by systems and procedures. They do not like taking risks and are therefore less adaptable. Bureaucratic culture organisations are often hierarchical and likely to have non commercial aims. Lack of risk taking and flexibility can increase longevity, especially if the organisation is a public service organisation but it can also be the reason why long standing commercial businesses suddenly go into administration.

4. Understanding Culture......... Understanding the different meanings and types of culture is important. When you think about different examples of culture, it helps to give you a better understanding of the world around you and of the ideas, beliefs and values that you experience every day.

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