Diversity pays

Paulette Dunn-Smith, Contributor

DIVERSITY in the workplace is an issue that is widely discussed in many organisations across continents. By way of definition, workplace diversity refers to the many differences between people who share the same space. Many individuals believe that diversity in the workplace is limited to race, gender and ethnic groups. However, it is much broader than this. Workplace diversity takes into account the various personalities, learning styles, education, background, job titles, competency, training, experience, personal habits, functions and responsibilities within the organisation, and much more.

The advance of the technological age has seen an increase in the movement of people between countries and continents. This phenomenon will increase significantly in the coming years and will result in more diverse organisational profiles. Successful companies are recognising the need for immediate action and are investing in strategies to take advantage and to manage the changing diversity in the workplace. Diversity can work to the benefit of organisations, but it also has its challenges. It becomes increasingly important, therefore, to be able to manage diversity and for managers to use this to enrich and add value which will ultimately benefit the organisation.

Benefits of workplace diversity

There are several benefits to having a diverse workforce. Employees from diverse backgrounds bring individual talents and experiences to the workplace. This can be used as a large reservoir of knowledge and information for many companies providing a priceless opportunity to learn and to bring about meaningful growth and productivity of the company. In addition, organisations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources.

A diverse collection of skills and experiences, for example, in languages and cultural understanding, allows a company to provide service to customers throughout the globe. Workplace diversity can bring a certain uniqueness to an organisation's output. This may very well be what that company becomes known for, an attribute which it can use to its advantage.

Diversity is known to bring creative thinking and innovation to companies. With different cultures, languages and opinions, diversity allows the workforce to collectively, think differently and come up with appropriate solutions. The fast pace of globalisation, for example, demands that individuals develop language proficiencies, be it English, Mandarin (China) or Portuguese (Brazil), opening up new frontiers and trading possibilities. These influences impact positively on the productivity of companies which often see increases as a result of new ideas and innovation from employees. Many companies now encourage diversity as a deliberate strategy to increase productivity.

Challenges of workplace diversity

Even though there are several advantages of having a diverse workforce, the phenomenon also has its challenges. These include communication barriers, language and cultural barriers which may inhibit growth and development in the company. If the key objectives are not properly communicated and understood by all, employees become confused, morale falls, teamwork suffers and productivity is negatively impacted.

The idea of belonging or sameness diminishes in multicultural organisations and there may even be resistance to changes as employees refuse to accept the changing social and cultural make-up of the workplace. Silence or sarcasm meets new ideas or a response that "we've always done it this way" is often heard. Because diversity also involves how people perceive themselves and how they perceive others, human-resource practioners need to be aware of interactions and try to foster positive relationships among persons in the workplace.

Managing diversity

To this end, diversity in the workplace has to be managed. A one-off diversity training exercise is not sufficient as a management plan. A strategy must be developed and implemented to create a culture of diversity that runs through the fabric of every department and function of the organisation. Develop an attitude of openness in the organisation. Encourage employees to express their ideas and opinions, valuing each person's contribution equally. Ward off change resistance with inclusion. Involve every employee possible in developing and implementing diversity initiatives and use diversity training to reduce biases and stereotyping. Through these efforts, employees become sensitive and are able to empathise.

Diversity in the workplace adds a special richness, but also has special challenges. Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability resulting in higher productivity, profit, and return on investment.

Paulette Dunn-Smith is an international trainer and workforce development expert. She is the executive director, Dunn, Pierre, Barnett & Associates Ltd. , and chairman, Caribbean Career and Professional Development Institute. Contact her at pdunn@dpbglobal.com or www.dpbglobal.com.

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