Embracing Diversity in the Workplace: Challenges and Benefits

The world is evolving and becoming more interconnected due to rapid advances in technology. Despite physical distances, people can now feel closer than ever before. This changing landscape is also affecting how organizations function, as they are no longer limited to a single region, country, or market. Instead, organizations have become multicultural and diverse entities. Managing this diversity requires unique skills to promote respect for various opinions, sexual orientations, cultures, and beliefs among employees and prevent diversity-related issues.

Diversity is the recognition and appreciation of differences among individuals in various aspects such as age, class, ethnicity, gender, physical and mental abilities, race, sexual orientation, spiritual practices, and public assistance status (Esty, et al.

, 1995). In a work setting, diversity encompasses the varying characteristics of employees including their ideas, beliefs, language, and culture. These differences play a role in shaping individuals' perspectives and can affect their effectiveness at work.

Cultural diversity in the workplace is evident in various regions such as Africa or Asia, where being fifteen or twenty minutes late to work is deemed acceptable, unlike in America where it is frowned upon.

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This disparity underscores the cultural differences within workplaces. Furthermore, workplace diversity can encompass individuals' distinct qualities and skills. It is not unusual for employees to exhibit preferential treatment towards coworkers they have a personal relationship with, showing them more kindness compared to others.

Workplace diversity is the practice of hiring employees with various backgrounds and experiences, seen as an investment in improving business. While it offers benefits, it can also pose challenges for both employees and managers.

To maximize the advantages of workplace diversity, it is crucial for employees and managers to acknowledge and tackle these challenges effectively, according to Rose Johnson from Demand Media. As an immigrant, I have encountered diversity issues in some workplaces I have been involved in.

Originally from Ghana, where there is a notable power distance and employees are required to address their boss by their title, I found it challenging to adjust to the less formal American work environment. In the United States, employees have the ability to engage informally with their company president and use their first name. At first, my coworkers thought I was creating a barrier by referring to my boss as 'sir' or 'Mr.', but their perspective shifted once they understood my cultural background. Additionally, language barriers are a prevalent diversity issue in American organizations.

Many U.S companies employ workers who speak English as a second language or were exposed to English in America. These employees frequently have difficulty comprehending instructions completely, resulting in misinterpretations and reduced efficiency. For instance, if an American employee receives directions from an Indian manager with a strong accent, there is a significant likelihood that the assignment will not be carried out accurately.

In today's globalized and diverse world, having bilingual workers who can act as translators for employees facing language barriers is advantageous for organizations. Without this support, talented individuals from different backgrounds may choose to leave the company. The movie "Crash" illustrates the negative impact of miscommunication caused by language barriers, such as when an Arab store owner lost everything due to misunderstanding a Mexican lock repairer's instructions. If his daughter, fluent in both Arabic and English, had been present, the situation could have been avoided.

Diversity in the workplace extends to political and religious beliefs. Interactions between individuals of different faiths, like Christians with Buddhists or Muslims, can be difficult due to cultural differences and potential rejection of ideas. Employers may even try to enforce their own beliefs on employees, causing tension. For example, a Christian employer might not permit a Muslim employee to take prayer breaks during Ramadan. These situations can create challenges for employees from diverse religious backgrounds collaborating together.

Effective management is essential for maintaining organizational productivity in the face of diversity, whether it be religious or political. Misunderstandings and conflicts can arise from differing views, particularly when making decisions. Careful management of these diverse perspectives is necessary to prevent any adverse impacts on the organization.

Upholding the law of equal rights within organizations is crucial to preventing issues related to individuals' religious, political, or sexual beliefs. This means ensuring that employees do not force their political preferences or religious beliefs onto their colleagues. For example, a Christian employee can work with a Muslim coworker by focusing on the organization's goals and putting aside any personal differences. Additionally, Federal and State equal opportunity laws aim to eliminate discrimination in the workplace.

Workplace laws dictate the responsibilities of both employees and employers regarding their rights and duties. Workplace diversity issues often involve sexual orientation and harassment. The American Psychological Association (APA) defines sexual orientation as the emotional or affectionate attraction towards another person, encompassing heterosexuality, homosexuality, and bisexuality.

It is important for workers and managers to be willing to collaborate with individuals of diverse sexual orientations while avoiding exploitation. Previously, it was deemed acceptable to terminate or reject employment applications from gay or lesbian individuals. Nevertheless, in today's increasingly interconnected workplaces where human rights hold greater significance, organizations must establish safeguards for these individuals. Resolving conflicts stemming from differing beliefs should occur outside of work for both parties; an employee's personal life should not affect the organization unless their sexual orientation is being used to harass coworkers.

Having a diverse organization is important, despite the challenges it may bring. Managers should consider hiring professionals who specialize in diversity issues to help navigate these challenges. For instance, having translators available can assist employees with language barriers and uncover talented workers. It is also crucial for organizations not to exaggerate the importance of diversity in recruitment decisions.

Hiring workers from diverse backgrounds can be challenging but also beneficial. Lawrence Herzog from HCareers highlights the difficulties that managers may face when integrating new employees from different backgrounds with existing staff. One effective approach to managing diversity is to facilitate communication through social gatherings and business meetings, allowing every member to listen and contribute to dialogues.

Managers can create mentoring programs to give employees access to information and opportunities, allowing them to socialize and learn from each other's diverse cultures, beliefs, and ideas. By implementing such policies, managers can encourage a positive impact on the organization. This strategy was successfully utilized by my previous formal managers to address diversity issues within our team.

Spending time with colleagues helped them understand me better, including how I react to different situations at work. Embracing diversity in the workforce is essential in our evolving world. When managed effectively, organizations can thrive by incorporating a variety of perspectives and ideas, making them highly competitive in all markets. Effective diversity management not only benefits the organization but also fosters a safe and comfortable working environment for employees, leading to heightened enthusiasm in their work.