V.

WORKFORCE DIVERSITY
What Is Diversity?

Diversity is “otherness or those human qualities that are different from our
own and outside the groups to which we belong, yet present in other
individuals and groups.” In other words, diversity can apply to anyone you
perceive to be different from yourself.

Workforce Diversity
The diverse workforce has become a reality today. Workforce diversity
acknowledges the reality that people differ in many ways, visible or invisible,
mainly age, gender, marital status, social status, disability, sexual orientation,
religion, personality, ethnicity and culture.
The impact of cultural diversity shows alterations with the type of environment
and firm’s overall strategy. As lots of number of firms move from domestic,
multi domestic, multinational strategies to operating as a truly global firm, the
significance and impact of cultural diversity rapidly increase. Management of
cultural differences has become more crucial for creating advantages and
getting competitive edge
Managing diversity refers to enabling diverse workforce to perform its full
potential in an equitable work environment where no one has an advantage or
disadvantage

What is the difference between equality and diversity?

 
What is equality in the workplace? Equality aims to ensure that all individuals
have equal opportunities to succeed, and it prevents individuals from being
discriminated against or treated differently due to certain personality or
physical characteristics.

Diversity, on the other hand, is about appreciating differences between

individuals, and in context with the workplace ensuring that each of these
varying attributes and characteristics are valued.
Role of Human Resource Management

When it comes to the workplace, the human resource department has a great
deal of responsibility in managing the overall diversity of the organization.
Human resources should consider diversity within the following areas:

 Hiring - Diversity hiring is hiring based on merit with special care taken to

ensure procedures have reduced biases related to a candidate’s age, race,
gender, religion, sexual orientation, and other personal characteristics
that are unrelated to their job performance.

 Promotion - To further remove bias, consider looking at metrics alone

when making decisions about promotions, assignments, or other
benefits. Being conscientious about using a documented procedure and
not gut decisions can feel more fair for everyone, and it helps remove the
possibility of bias.
 Compensation equality - Every worker has the right to expect equal pay
for equal work regardless of their gender, race, religion, national origin,
age or physical/mental abilities – whether they work full time or are part
time workers.

 Training - One way to make diversity training take serious hold on your
employees is to ensure the topic is not regulated to a single day or
session that is never revisited, or is only revisited once every few years or
so. To make your training effective, companies need to transfer the
information being presented to employees into company policy.

 Employee policies –Policies and procedures are helpful for making your
workplace run more efficiently, but they are only effective if you enforce
them. Enforcement of the guidelines guarantees your organization’s
operational procedures and decision-making processes are uniform and
consistent across cases.

 Legal regulations – Labor Law / Employment Law - mediates the

relationship between workers, employing entities, trade unions and the
government. Collective labor law relates to the tripartite relationship
between employee, employer and union.
HOUSE BILL 815: ANTI-OFFICE BULLYING ACT OF 2016 - Even if the pay and
benefits are top-grade, peace of mind is something that some employees
would never trade for a hefty pay slip.

A lot of employees witness or have fallen victim to some sort of office bullying,
or in some cases, instigated them. While some people just tolerate them or
found a way around them, there are times that it just becomes too much. If it
happened to one employee, it could easily happen to another.

Equal pay equal work act, Anti – discrimination law in terms of employment

The characteristics corresponding to these forms of diversity

are protected by law in many countries: these “protected
characteristics” are attributes that companies shouldn’t take into
account when making employment decisions (especially adverse
decisions, like terminating employees or rejecting job candidates). For
example, you mustn’t decide to reject an applicant for a job simply
because they’re Asian, female or a person with disabilities.

 Ensuring accessibility of important documents (e.g., translating human

resource materials into other languages so all staff can read them)

The role of human resources is to ensure that all employee concerns are being
met and that employee problems are solved when they arise. Human resource
professionals must also pursue corporate strategy and adhere to legal
concerns when hiring, firing, paying, and regulating employees. This requires
careful and meticulous understanding of both the legal and organizational
contexts as they pertain to diversity management.

ELEMENTS OF DIVERSITY IN THE WORKPLACE

1. CULTURAL BACKGROUND
There are a number of factors that make up different cultures, including
traditional food, language, religion and customs.

While a lot of people enjoy learning about other cultures for short time
periods, it’s an entirely different experience to work with individuals on a daily-
basis who come from different cultures. 
 2. GEOGRAPHICAL LOCATION
Geographical location plays a major role in the culture, language, education,
social roles, socioeconomic status, beliefs and ideologies with which a person
is accustomed. Keep in mind that just because an individual life in a particular
location now, doesn’t mean they’ve always lived there. It’s important to get to
know your candidates’ and colleagues’ rich history to better understand their
unique experiences in life prior to working with you.
 
3. ETHNICITY
ethnicity is different from race, Rather than biological factors, ethnicity is
based on learned behaviors. Ethnicity is associated with culture, history,
nationality, heritage, dress, customs, language, ancestry and geographical
background.

4. RACE
Unlike ethnicity, race is biologically determined. Examples of race include:
White, Black or African American American, Indian or Alaska Native, Asian,
Native Hawaiian or Other Pacific Islander.

For example, a Japanese-American would probably consider herself a member

of the Japanese or Asian race, but, if she doesn't engage in any practices or
customs of her ancestors, she might not identify with the ethnicity, instead
considering herself an American.”

5. AGE
At any given time, there are several generations employed in the workforce.
Each generation has its own distinct differences defined by the time period
people were born and the unique social, political and economic changes that
occurred during their upbringing.

In the workforce, such differences can pose challenges for individuals among
generations. These challenges can turn into an unconscious bias known as
ageism. Ageism in the workplace is defined as the tendency to have negative
feelings about another person based on their age.

6. FAMILY & UPBRINGING

Family has a significant impact on every individual’s life. It plays a role in a
person's upbringing and provides support throughout an individual’s life. While
some families are biologically related, others are chosen.
No matter what an individual’s family situation is, as an employer, it’s
important to understand that everyone has obligations outside of work to the
ones they love. Not only that but by providing perks and benefits such as
family medical leave, flexible work hours, child and elder care benefits, you will
help employees foster close relationships with their family, thus enhancing
their work-life balance and satisfaction. 

7. GENDER IDENTITY
Gender roles are social constructs that vary by different cultures and are
assigned to individuals at birth based on their biological sex. Once a child is
assigned their gender, they are more or less segregated into either the male or
female gender binaries. 
Ex. Diversity / gender biases in promotion

Sex and gender can be used in the traditional sense of male and female
employees. For example, you may sometimes hear the term “gender balance”
used by companies trying to achieve a 50-50 balance between employees who
identify as male and employees who identify as female. But, as gender is
increasingly redefined, the term “gender diversity” may be more appropriate,
since there are multiple variations in gender and sexual orientation.

8. PHYSICAL ABILITY

A physical disability can cause discrimination in the workplace from co-workers

and employers.

A physical disability can cause failure to be hired by a possible future employer.

Some employers are not receptive to those who have a physical disability and
fill out an application for a job in their area. They may feel that the disability
will affect business to the elite social statue of their clients and affiliating with a
person with a disability would lower their social status. It can be hard for
someone to put aside their feelings and behavior, when they are not receptive
to new things.

9. INCOME

Income plays a major role in every individual’s life starting from the day they
are born and throughout their upbringing, professional career and into
retirement. Income can be affected by geographical location, taxes, family,
education, skills and socioeconomic background. 

10.EDUCATION
Educational diversity is established with a view to ensure that education is
made available to all citizens of the nation irrespective of color, race, language
and creed. Education should be made available for all, irrespective of any racial
characteristics.

11.PERSONALITY TYPE

It's difficult to know a person’s personality and thought-style by their resume

or even interview, which is why they ask job candidates, as well as employees,
to complete personality tests. Doing so helps companies understand their
strengths, weaknesses and gaps and build a company culture that supports
extroverts, introverts and everyone in-between.

Types of Personality:
The way a person communicates with people around and links with others
socially is called social interaction. Who are we, how do we communicate with
people? In order to answer these questions, we classify individuals and their
preferences to direct their energy into two types Extraversion & Extrovert,
Introversion & Introvert.

• Extraversion or Extrovert
If people prefer to direct their energy to cope with others, things, situations, or
"the outer world", then their preference is for Extraversion.
An extrovert is an outgoing, socially confident person.

Extroverts are often described as the life of the party. Their outgoing, vibrant
nature draws people to them, and they have a hard time turning away the
attention. They thrive off the interaction.
Personality traits of an extrovert
Here are some common personality traits associated with extroversion:
a.) You enjoy social settings

People with more extroverted tendencies are often the center of attention —
and they like it that way. They thrive in social situations, and they seek out
social stimulation. Extroverts often aren’t afraid to introduce themselves to
new people, and they rarely avoid unfamiliar situations for fear of messing up
or not knowing someone.
b.) You don’t like or need a lot of alone time
While introverts need to escape to their homes or offices after a night out with
friends or an intense meeting, extroverts find that too much alone time drains
their natural energy. They recharge their internal batteries by being around
other people.
c.) You thrive around people
Extroverts feel comfortable in large groups. They may be more likely to
spearhead group sports or group outings. They may be the ring leader for
weekend activities, after-work cocktail hours, or other social events. They
rarely turn down invitations to weddings, parties, and other gatherings.
d.) You’re friends with many people
Extroverts make new friends easily. This is in part because they enjoy other
people’s energy and getting to engage with people around them. They also
tend to have a large social network and many acquaintances. With pursuing
new interests and activities, extroverts are often keen to expand their social
circles.
e.) You prefer to talk out problems or questions
While introverts are more likely to internalize problems and think through
them, extroverts don’t mind taking their problems to others for discussion and
guidance. They’re often more willing to express themselves openly and make
clear their preferences or choices.
f.) You’re outgoing and optimistic
Extroverts are often described as happy, positive, cheerful, and sociable. They
aren’t as likely to dwell on problems or ponder difficulties. While they
experience difficulties and troubles like anyone else, extroverts are often more
able to let it roll off their backs.
g.) You aren’t afraid of risk
Extroverts may engage in risky behavior. Some theories assert that their brain
is wired to reward them for it if it goes well. One study trusted Source found
that extroverts who take risks and succeed are rewarded with dopamine, a
chemical that triggers the reward center of the brain. In the case of the study,
participants gambled, but the response could be true for any number of
activities.
Extroverts may be more willing to take risks because the benefit is a surge of
chemicals that stimulate the brain.
h.) You’re flexible
Extroverts are often adaptable to any situation and innovative when problems
arise. While they may be organized, not all extroverts need a plan of action
before they can begin a project, plan a vacation, or undertake any task.
Spontaneous decisions may be welcomed
• Introversion or Introvert
If people prefer to direct their energy to deal with ideas, information,
explanations, beliefs, or "the inner world", then their preference is for
Introversion.
Since introversion lies on the other end of the spectrum, it tends to have the
opposite characteristics. Introverts generally:

- do better in quiet environments

- enjoy spending time alone
- show more reservation than enthusiasm in social settings.

12.RELIGIOUS BELIEF

Whether or not people discuss their religious affiliations at work, it’s important
to create a workplace that is understanding and accepting of everyone’s
beliefs, even if they are different from one another. 

Employers can do this by offering floating holidays so that employees can take
time off for religious holidays and celebrations when they need. It’s also
important to respect individuals who wear religious clothing at work and
ensure they are treated fairly and equally by their cohorts. Depending on your
office and building layout, consider creating a space for private religious and
spiritual practice so employees have a space to go during the day, and don’t
have to leave work or disrupt colleagues.
 
Why diversity matters

There’s a strong business case for workplace diversity. People are the
powerhouse behind your business and hiring a variety of demographics
positively affects your work environment, revenue, and brand reputation.
Executive leaders understand the diversity is key to your organizational
success as well as staying competitive in ever-changing markets.

 Better employee performance

When employees feel included, they are more engaged, produce greater
quality work, and stay longer with that company.
  More innovation 

Hiring people from diverse backgrounds brings a variety of new perspectives to

the table. Different personal experiences benefit decision-making and problem
solving, leading to more creative and productive teams.

 Higher revenue

Company diversity also matters in terms of a positive brand reputation that

matches customer values. 

 Larger talent pool

Cast a wider net for talent. Find the best candidates for your job openings by
reducing unconscious bias in the recruitment process. Recruiters can create a
blind system of reviewing resumes while keeping a clear eye on their
organization’s unique demographics and diversity goals. 

 Ability to Deal with Diverse Market

Culturally diverse workforce can better appreciate the needs, feedings, and
attitudes of culturally diverse consumers. Thus workforce diversity increases
the competence of a corporation to deal with a market; that consists of diverse
consumer groups in respect of age, sex, culture etc.

 Better Decision-Making:

People from heterogeneous backgrounds may aid management in better

decision-making, by offering suggestions from a wide range of perspectives
and orientations. In fact, heterogeneous groups of people may be more
creative and innovative; when they pool their knowledge and experiences and
agree on a common solution to a tricky problem; which might aid management
in making excellent decisions for the organization.

 Better Human Relations:

Workforce diversity management aims at developing and nurturing a common

organizational culture and climate; which enable people from diverse culture
and backgrounds to co-exist peacefully. Such a common organizational culture
and climate leads to better human relations in the enterprise and produces all-
round organizational and managerial efficiency.

 Building of Goodwill of the Enterprise:

Companies with excellent workforce diversity management build goodwill in

the society. As such, talented people of society with diverse backgrounds and
culture get attracted towards it for seeking suitable employment. Such
companies never have a problem of the scarcity of skilled, educated and
talented human capital.

Challenges to Diversity

 Stereotypes. One challenge of creating diversity is the biases individuals

in the organization may have about others similar to or different from
them. This is essentially a tendency to stereotype, which significantly
narrows the worldview of the individuals within the organization.

 Culture.  Managers must understand the customs and cultural norms of

employees and ensure that they don’t violate important cultural rules. It
is the role of the managers to change the existing organizational culture
to one of diversity and inclusion.

 Communication. communication can be especially challenging in the

interpersonal arena. Ensuring that all professionals (human resources,
management, etc.) have access to resources for localizing or translating
issues is a significant challenge in many situations. Poor cross-cultural
communication can lead to employee misunderstandings or workplace
inefficiencies.

Managing Diversity in the workplace

While diversity has clear benefits from an organizational perspective, an

additional challenge with diversity comes from mismanagement. Due to the
legal framework surrounding diversity in the workplace, there is a potential
threat involving the neglect of relevant rules and regulations. Fair, ethical, and
nondiscriminatory hiring practices and pay equity for all employees are
absolutely essential for managers and human resource professionals to
understand and uphold. The legal ramifications of missteps in this particular
arena can have high fiscal, branding, and reputation costs.
Diversity is talked about often. A sad reality however, is that some workplaces
don’t do the best job of respecting employees from all walks of life.

Your success as a manager will depend heavily on your ability to work with a
variety of people from diverse cultural backgrounds as well as different values
and ways of thinking. Make it a point to show respect and be fair with all
varieties of people. If you don’t see the importance of diversity, you could be
missing valuable opportunities to understand different cultures or opinions.
Learn from diversity and broaden your own mind and skill set.

Here are some tips to keep in mind:

The first step is to learn to view differences as assets rather than sources of
confusion or misunderstanding. Differences can offer new insight in order to
accomplish organizational goals.

 Get to know your team members. Ask them about their backgrounds,
experiences, education, and so on. 

 Educate yourself about your own cultural values, assumptions, and

background.

 Look at issues and opportunities from other people’s viewpoints before

making a decision.

 Slow down or use relaxed vocabulary when communicating with non-native
speakers so they can follow along and offer their own thoughts.

 Speak out when others opinions are not valued or their ideas or views are
not taken into account.

 Avoid the tendency to joke about differences in ways that may be

considered hurtful or inappropriate.

 Monitor yourself to detect any incorrect, inappropriate assumptions you

unconsciously make about or stereotypical ways you respond to other
people.

Remember to always consider the voices of all your employees. One of the
greatest benefits to you and your team is the opportunity to learn from one
another.
Diversity at Workplace has a higher impact on the relationship between
employees and employers. Diversity also affects the Human Resource
Management functions and interpersonal relationship between employees. In
several ways, the impact of diversity has a significant role in the overall
performance of Human Resource Management functions.