Fostering Open-mindedness And Mutual Respect

Advantages of Diversity

While the key objective for the call for diversity in workplaces aimed to increase equality within these organizations including affording individuals with different beliefs, gender, sexual orientation, ethnic associations and other labels equally job opportunities (Natter and Seidel, 2019), a fair amount studies and scholars highlight that Diversity comes with a wide range of significant advantages that eventually impact the business for the positive. Among the major advantages and in line with the case study highlighted include diversity being essential for open mindedness among employees and as such impacting a much more comfortable working environment. Mayhew and Seidel (2019) concurs that Workplace diversity fosters mutual respect among employees as a result, whether employees work in groups or teams comprised of co-workers with varied work styles, disabilities or who represent different cultures or generations, a synergistic work environment becomes the norm. For students who are seeking business dissertation help, analyzing all these advantages and their implications can provide the needed insights into organizational dynamics and strategies for fostering diversity in the workplace.

The mutual respect in this case extends to individual and personal decisions. One of the major challenges in LaSalle include the fact that Alex may not agree with Steve’s decisions on moral as well as emotional grounds given his view of Steve’s Gender transition process as unethical and posed to impact customer relations. While this may be the true in this case, the law in the state of Illinois protects employees against gender identity discrimination and puts the company in a dilemma with regards to the issue. Ultimately as such, mutual respect among employees is the only way with which Steve can be able to transition within the company. By the understanding and acceptance of all employees (including Alex, who is crucial to the companies further growth and development) which is only achievable through the organizational practice of diversity on all aspects.

While diversity in terms of workplace equality largely revolves around physical and social diverse qualities, Natter and Seidel (2019) highlight that diversity in terms of perspectives is also crucial and critical to a company’s strategy formation and decision making. In a wide range of production factors and activities (for instance, determination of consumer needs) the company requires multiple perspectives in order to evaluate the most effective and/or combine the most potent ones for a superior quality product or service. Stringfellow (2019) points out that when employees of different backgrounds, different cultures, different nationalities, and different perspectives come together, everyone shares a slightly different approach to the job and the problem at hand this eases the process of identifying solutions and at times even offers multiple solutions to a singular problem thereby impacting optimum decision making. Having a diverse workplace as such enables the development of a more creative and innovative workforce with the ability to highlight varied view points and impact decision making.

A workplace culture of diversity in addition, also goes a long way toward helping employees within an organization feel included, regardless who they are or where they come from. This inclusiveness helps one break down barriers and reduces the fear of one another as well as the ideas being voiced. This encourages more outspoken employees leading to increased team cohesion and creativity. Stringfellow (2019) cites a report by Deloite carried out in 2013 highlighting that innovation among personnel and employees increase by 83% when they feel included rather than when they experience exclusion. Lee (2018) further confirms that teams that adopt diversity often experience a 60% improvement in decision making highlighting not only the importance but relevance of diversity to organizations in the current economy.

On a macro scale, Mayhew and Seidel (2019) also highlight that Diversity impacts the enhancement of organization or business reputation. They point out that Diversity in the workplace is vital for employers and the organization given that it manifests itself in building a great reputation for the company, leading to increased profitability and opportunities for workers. An organization known for its ethics, fair employment practices and appreciation for diverse talent is better able to attract a wider pool of qualified applicants as well as customers who are more tolerant to a diverse and equal community (Shemla, 2018). For instance accepting Steve’s wishes to undergo gender transition and offering her a full backing through the acceptance and support of the entire organization may well impact the company’s reputation as being highly diverse which may lead to increased consumers rather than impacting existing consumer relationships. Deering (2015) emphasizes that workplace diversity is important within the organization as well as outside given as business reputations flourish when companies demonstrate their commitment to diversity through aggressive outreach and recruiting efforts as well as support of diverse cultures and diversity, this points out another importance of embracing diversity within organizations.

Diversity also impacts a wider pool of talent for the organization which significantly impacts its eventual success. Lee (2018) points out that Employees are no longer simply seeking jobs that pay well and ensure short term financial stability rather, they are in need of space where they can grow, feel accepted, and be challenged. Companies that embrace diversity have a much higher chance of attracting these kinds of employees who are the best talents. Lee (2018) further points out that a company that also actively seeks diversity in candidates will have access to a wider talent pool enabling a workforce with more potential for success. This is due to the fact that a more diverse workplace inspires motivation within employees and as such impact a general better performance among all the employees. It also leads to increased profits, higher employee engagement, reduced employee turnover and maximum recruitment and selection results.

Drawbacks

Diversity however could also inspire certain drawbacks within an organization that may inhibit growth. Natter and Seidel (2019) for instance highlight that diversity can cause discord among employees. Employees who don't feel that they fit into the corporate environment are often unhappy in their work, and the company's effectiveness or ability to grow, ultimately, this affects their morale and motivation leading to stunts in their career. For example, an individual may feel out of place due to ethnic differences or feel isolated due to gender differences eventually impacting ability to collaborate with one another and personal performance. On a large scale as pointed out by Clarke (2018) businesses fail to operate efficiently if there is widespread discord, because of inequality as to how employees are viewed and treated in their jobs, subsequently time and money are lost due to constant vacancies and lack of effective team operations.

In addition, implementing diversity within an organization can be highly challenging and requires a significant commitment from the organization and its leadership. Lee (2018) outlines that aligning diversity practice with unique and effective organization goals and implementing them within an organization presents a unique challenge that does not have any predetermined methodologies. This presents a challenge and possible drawbacks for organizations looking to impact diversity practices without changing employees. Training management for the diverse work place as well as overcoming biasness and internal resistance from the organization presents another limitation. For instance Alex’s skepticism and resistance with regards to Steve’s gender transition process presents the main impediment to the organizations decision on gender diversity. Cultural diversity within a workplace may also lead to problems as a result of prejudice and negative cultural stereotypes, different understandings of professional etiquette as well as conflicting work styles and policies.

Conclusion

Diversity inspire a lot of advantages thereby significantly contributing towards impacting the organization positively and enhancing its success including impacting mutual respect, increasing employee engagement and thus impacting decision making. It also impacts an appraisal of an organizations reputation and attracts a wide pool of talent. However diversity could also impact certain drawbacks and limitations to the growth of an organization or company as highlighted including causing discord among employees, impacting consumer loyalty and support as could be the case in the case study, as well as fail to Impact Company due to challenging implementation and internal resistance. A s such effective look out for these by organizations is crucial to ensure effective working of diversity and eventual success.

References

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Continue your journey with our comprehensive guide to Fostering Ethical Work Environments.