Diversity is an important issue that career consultants should discuss if the entire organization is aiming for success in whatever field of industry.
Basically, diversity includes everyone in everywhere we work. It is not a new concept or dimension, only a misconstrued and misused one, for it deals with the similarities and differences that people actually have.
Diversity and its benefits
Diversity consequently brings an array of benefits to both the individual and the organization as well, which include the following:
People express different viewpoints
Through diversity practices, employees would feel free to express their thoughts and opinions that could be drawn to address the needs on organizational strategy as well as the general public in an effective way.
People become more adaptable
Through diversity practices, employees with different backgrounds would have the capacity to infuse unique talents, experiences, and resources into the organization. They would offer a variety of ideas and/or solutions to situations and problems in almost all levels and aspects, especially in meeting the demands of a growing market.
People perform their tasks effectively
Through diversity practices, employees would be inspired to execute their duties and responsibilities to the highest levels. Team strategies are smoothly accomplished resulting to higher productivity, sales, and return on investments.
People offer broader services
Through diversity practices, employees are encouraged to utilize their skills in languages and cultural understanding in order to offer broader services to a wide range of customers or clients. It enables the organization to reach out to everyone on a global scope.
Overcoming the obstacles
Promoting diversity is not an easy job, especially if without support. There is a need to overcome the obstacles, which include the following:
Poor communication skills
Lack of teamwork is the consequence of ineffective communication. These inevitably happen when there is confusion and low morale among the employees. In addition, barriers in terms of language, culture, and perceptions tend to create misunderstanding further within the organization.
Defying new systems
It is normal in any organization to encounter employees who resist any moves that would replace old systems with new ones. The emergence of new and progressive ideas is inhibited because some people refuse to accept or support any kind of change in the social and cultural setup of the organization.
Lack of management plan
Although managing and training people to promote diversity would help foster the creation of an intolerance culture, success comes if new systems would penetrate in every office and function. There is a need to conduct training to help shape effective policies for this purpose. Those in leadership positions should practice it to make the policy visible and concrete.
Lack of research
Research plays a vital role in reviewing and analyzing research data, where the formulation of diversity policies is based. Additionally, customized type of diversity strategies should be carried out in order to maximize its benefits in the workplace.
Meeting at the crossroads
Indeed, people have identities and perspectives they held as their own, which may be brought by their profession, education, ethnicity, age, sex, location, and more.
In any type of organization, having similar minds all the time is not healthy. This could possibly impede its success and competitiveness.
It is important, therefore, to initiate non-discrimination and to raise the dignity and respect for everyone in the organization. It teaches the value of learning from others who are not the same by creating practices and environments within the workplace that make unity work despite differences.
You might also like to read: Practicing Courteousness in the Workplace