HR AND DEVELOPMENT
Many people in the world today view diversity in terms of race and ethnicity, but diversity is more than this because it also involves gender age and even religion. Diversity, especially at the workplace, sometimes becomes a problem as some companies or organizations devalue some races and some genders. For instance, a black person working in an all-white company may be viewed to be something that is abnormal or out of place. Similarly, a woman doing a job that is thought to be for men such as mechanism would be quite a challenge.
Diversity in the workplace is the general inclusion of people of different, religions, genders, ethnicity groups, and races to work in the same environment despite individual’s factors. Diversity poorly managed the so-called minority groups can be undermined thus poor working morale hence reduction in a company or organization level of success. When handled correctly, diversity can boost company performance, promote creativity and innovation.
Employment opportunities by diversity vary from one company to another. In job recruitments, the conditions set should be in favor of anyone who qualifies despite their diversity group. In employment, no one should be demoted or dismissed due to their association with a particular group. Salaries and wages should be paid equally by job responsibility not by discriminating others like giving women less salaries compared to men. During interviews, questions should be based on qualifications and not in personal life, health conditions or religion.
The affirmative actions for diversity in a workplace are by inclusion of minority groups such as women, and different races. Secondly, by considering this minority groups as an asset to the company rather than the thought of that they should be grateful for being employed by that particular company. Companies can also initiate mentorship programs and team developments program including people from different diversities to deal with diverse clients’ issues. It is also necessary to improve the working conditions by making them inclusive of any diversity group. This promotes a culture of openness and exchange of ideas. Affirmative actions and managing diversity programs move hand in hand as they are dependents. Affirmative action’s leads to the creation of diversity management programs which in turn implement the affirmative actions.
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- Impact of diversity training:
- Facing racial discrimination.
- Impact of Cultural change
- Training and Development
On the impact of diversity training, a company that has diversity managing program may have created time for its employees to have a session of training on how to appreciate different cultures. This training creates a platform for improvement in performance in the company due to sharing of different opinions. For example in an all-white company, with only two or less black men, the black men may feel inferior and therefore develop low working morale. Through the diversity programs adopted by the company, they can be encouraged and valued as an asset therefore improving performance. Interactions between people from different cultural backgrounds have also improved workforce through innovations and inventions of different aspect in the business world. By establishing the branch of certain companies in different continents where people working in these companies will have different cultural background improves workforce as they may involve new production methods and excellent performances that the initiates would like to embrace and implement.
In the year 2016, a new HR manager was employed by our company. Following the company’s record there been no any female HR manager since the company was established. This issue was disturbing and raised concern especially to the male managers of other sectors in the company. Some went to the extent of saying that the HR department should be completely removed from the companies’ programs rather than being led by a woman. Others attacked her physically: she suffered from emotional distress. Fortunately, the CEO on his side had a different opinion on gender capability. He started a teaching program for every employee, during different sessions on the importance of inclusivity and diversity. Within a short period of training, the whole problem about the female HR manager ceased. Every member of the company learned to appreciate her effort and role rather than her gender.
Aquino, C. T. E., Robertson, R. (2018). Diversity and inclusion in the global workplaces. Cham, Switzerland: Palgrave Macmillan
Sharma, N., Singh, V. K., Pathak, S. (2018). Management techniques for a diverse and cross-cultural workforce. Hershey PA, USA: IGI Global, Business Science Reference.
