challenges of workplace diversity Assignment PDF

A case study on prospects
and challenges of workplace
diversity
Ahmed Abdullahi Mursal Ecf/2017/17
Abstract
Workplace diversity is a holistic concept that denotes the differences that
exist between people working within an organization. It describes the
complex physical, sociological or psychological attributes such as
gender, ethnicity, religious or political beliefs that define an individual
or group. Therefore, workplace diversity transcends the recruitment,
representation or preferential treatment of people within an organization.
The complexity of workplace diversity has become one of the most
challenging issues currently of critical importance in business and
organizational management. Therefore, the paper presents the critical
issues currently impacting on workplace diversity in modern day
organizations. It identified and highlighted the various prospects and
challenges of workplace diversity. The results revealed that diversity in
the workplace enhances the critical thinking, problem-solving, and
employee professional skills.
Furthermore, it enables organizations to attract talent, improve corporate
attractiveness, productivity. However, it is currently hampered by the
hostility, disrespect and discrimination people with diverse background
encounter in the workplace. Such behavioral attitudes as ascribed to
prejudices and biases towards people with varied lifestyle choices, ethnic
and cultural differences, disabilities, and generational gaps. These
factors can stifle morale, teamwork, profitability and the attractiveness
of the organization. Consequently, modern day organizations need to
address the causes of these issues to exploit the benefits of workplace
diversity. These can be addressed strategies that foster an empowerment
culture, build communication and team spirit with organizations. These
efforts will promote acceptance, productivity, and profits in future
organizations.

1. Introduction
Over the years, the diversity of the global populations has been
transformed by socioeconomic, geopolitical, environmental and
technological factors. These dynamics have consequently changed the
compositions of many societies and influenced the way human beings
interact, work or cohabit with one another.
As a result, many organizations are exploring strategies to positively
exploit the growing diversity to remain and or gain a competitive
advantage. As a result, numerous organizations are actively integrating
diversity into the recruitment processes to ensure the best talents are
hired from around the globe. Many analyses thus project the future
workplaces will be comprised of diverse groups of people drawn from
various parts of the world.
Furthermore, it is predicted that the active movement of people from
various places will consist of all walks of life and backgrounds will
transform view on sociocultural dimensions. However, the rapid
diversification will challenge people’s perceptions of the demographic
factors of race, language, ethnicity, gender, age, and physical disability
in the global workplace. Other factors such as socioeconomic status,
religious and political ideologies will become prominent in the future.
Given the challenges these factors will pose, many organizations have
elected to adopt and prioritize workplace diversity. Many organizations
currently address the adoption of diversity to foster creativity and
openness in the workplace. Adoption of workplace diversity has become
an important corporate strategy to improve organizational management,
competitive advantage and maximize profits. Modern organizations now
recognize the critical need to adopt, invest and implement diversity as a
corporate strategy for talent management.
The findings also reveal that diversity can be a crucial link between
corporate mission or vision and the overall performance. Despite the
growing significance of diversity, there is a dearth of knowledge on its
impact on the future of the workplace, societies and the global economy.
To adequately understand the concept, it is important to explore the
various definitions currently propounded in literature.
Diversity can be defined as a collection of conscious practices that
require comprehensive understanding and appreciation of humanity,
cultures and the natural environment. It also involves a commitment to
mutual respect for qualities and experiences of individuals who have
different attributes.

Diversity aims to highlight the disadvantages discrimination presents for
others and build alliances that enable people of diverse attributes to work
together [2].
Diversity is the peculiar differences of people arising from physical,
social, or psychological dimensions in the society. it’s the process of
recognizing, understanding and accepting the differences of individuals
regardless of age, class, ethnicity, gender, physical ability, or religious
inclinations.
As highlighted, the various definitions of diversity outline the concept as
one that encompasses acceptance and respect between different people.
Furthermore, it denotes a mutual understanding of the unique attributes
inherent in individuals. However, it also eschews acceptance of the
peculiar differences such as race, ethnicity, gender, of people. Hence, the
concept promotes tolerance of peoples notwithstanding economic status,
age, and disability, religious or socio-political beliefs.
The exploration of individual differences in a safe, positive, and
nurturing environment along with understanding, tolerance and
embracing diversity is critical to the future of humanity. The exploration
and exploitation of the rich dimensions of diversity are critical to how
humans will interact, work or cohabit with one another in the future.
Furthermore, workplace diversity has become a recurring feature in
global discussions on the future or work and international business. This
has given rise to the concept of workplace diversity and its role in the
organizational management of firms around the globe. So what is
workplace diversity?
Workplace diversity is a concept that denotes the differences between
people working in or for an organization. This can also mean the
multiplicity of differences amongst individuals and their beliefs about
what they identify themselves as well as how others distinguish them in
that organization.
However, diversity in the workplace goes beyond the recruitment,
representation or preferential treatment of people with specific birth
characteristics in an organization. It is the process whereby employers
avail potential talent or current employees with equal opportunities to
thrive regardless of race, ethnicity or any other distinguishing factors.
With the evolving global business environment, companies are currently
adapting their policies and strategies to appeal to future talent
effectively. As a result, workplace diversity continues to gain

prominence among companies who continuously seek global expansion,
and maximization of profits amidst growing competition for scarce
talent, resources and market share.
Analysts opine that, in the coming years, companies and organizations
will need to devise effective strategies and increase investments in
diversity programs to remain globally competitive. Others predict that
the firms with best workplace diversity strategies will attract the largest
pool of talent, maximize recruitment, lower operational costs amongst
other benefits.
Empirical research has shown that the profit margins of companies with
diverse teams of employees are 35% higher than homogeneous firms.
However, workplace diversity presents challenges to many
organizations. The recruitment of people of diverse backgrounds,
cultures and characteristics can present problems in the workplace. The
importance, complexity, and holistic nature of the concept mean
organizations are required to address the problems that may arise from
hiring talents or operations in regions with diverse peoples and cultures.
According to Robinson et al., the constantly changing dynamics of
global business requires companies to embrace inclusion in the face of
diversity. This will enable the firms to address not only workplace
diversity but also increase productivity, profit maximization, and
competitive advantage in the ever increasing competitive climate of
global business and organizational management.
Based on the preceding, it is evident that for firms, companies or
organizations to effectively compete and succeed in the current global
economic climate, there is an urgent need to identify, examine, and
highlight the merits and demerits workplace diversity.
Therefore, this study seeks to identify, examine, and highlight these
outlined issues to address the gap in knowledge in the subject area. It is
envisaged that the findings will benefit managers and organizations
seeking to improve workplace diversity, promote productivity and
maximize profits in the increasingly competitive climate of global
business and organizational management.

2. History and Background
In a globalized world, as the one we live in today, organizations need to
understand cultural differences, and develop a global mind-set in order
to succeed in the business world. Because of the need for a global mind-
set and greater understanding for cultural differences, scientific
knowledge and research has increased immensely in that field. Research
related to cross-cultural aspects was not that long ago a field that
was relatively undiscovered and under researched. However, today the
area is thriving and now a lot of knowledge can be found.
The world is getting increasingly interconnected with both the process of
increased internationalization as well as globalization.
Internationalization refers to the decision by companies to go
international, and more descriptively explains it as moving beyond
borders. Globalization is the process leading to mutual awareness and
greater interdependence among social, political, and economic actors in
the world.
The increasing interdependence of world business on a global scale has
brought about two things; an increased diversity in the business world
and a need for management that involves skills of working with people
from countries with cultures that differ from their own. If the impact of
diversity ends up causing problems or proves to provide potential for
a company depends on the quality of the cross-cultural management.
Cross-cultural management is used as a tool that aims to explain the
behavior of people in organizations and supports international managers
in their work with employees, customers and clients from many different
cultures. Cross-cultural management describes and compares
organizational behavior across countries and, more importantly, tries to
understand and improve the interaction of executives, managers, co-
workers, alliance partners, suppliers and clients from cultures and
countries around the world. Moreover, a strong organizational culture
can help to successfully manage cross-cultural challenges.
Organizational culture contributes to the systematic balance and
effectiveness of an organization and the cultural dimension is central in
all aspects of organizational life. That supports what was stated before;
that having a strong corporate culture can help to over bridge cross-
cultural obstacles of different sorts.

3. Objectives
 Recruit the right people from a diverse pool of high quality candidates.
 Make more informed and innovative decisions, drawing on a wide range of ideas,
experiences, approaches and perspectives that employees from diverse backgrounds and
differing skill sets bring to their roles.
 Represent the diversity of its stakeholders and the global community in which the Company
operates.
 Recruiting and managing on the basis of competence and performance regardless of age,
ethnicity, gender or cultural background.
 Providing equal opportunities based on merit.
 Fostering a culture that empowers people to act in accordance with this policy.
 Fostering an inclusive, supportive and respectful culture to enable all personnel to reach
their full potential.
 Respecting the unique attributes that each individual brings to the workplace.
 Establishing and reviewing measurable objectives, particularly on gender diversity.
 Improve people indifference to achieve organizational goals.
 Promote awareness of value of diversity in workplace.
 Prevent and eliminate harassment and unlawful discrimination in work place.
 Critical thinking and problem solving skills
 Employee growth and development.
 Unification of diverse strengths
 Promoting corporate attractiveness.
 Fosters innovation
4. Challenges and implications
Diversity is a holistic concept currently undergoing socio-cultural Metamorphosis
around the globe. Also, the complex nature of the concept makes it one of the most
challenging issues currently facing modern day organizations. Given this, workplace
diversity has become a recurring issue in debates in business and organizational
management circles. As a result, analysts predict that diversity and its importance in
the global international business climate will soar geometrically in the future due to
growing increase population demographics. Furthermore, its emerging prominence
requires firms to adopt and or adapt strategies to address the challenges currently
posed by diversity in the workplace. Therefore, it is essential for organizations to

focus on diversity and explore holistic inclusion because diversity has the potential of
yielding greater productivity and competitive advantages. Therefore, it is important
to highlight the various forms of diversity and the potential challenges each poses in
the workplace.
1. Gender and Lifestyle Choices
In many organizations worldwide, the gender and lifestyle choices of its employees
have become an important issue of debate. This is based on the premise that the
cognitive biases, behavior and attitudes of employees in the workplace can influence
decision making and invariable problems.
However, empirical studies have elucidated that these choices do not impact on the
workplace performance. Nonetheless, many employers and their organizations
expend significant efforts to highlight and extend workplace benefits to people with
alternative lifestyles.
Similarly, gender is a key focal point in many organizations due to its relation to
human diversity, capital, and quality of life. As a result, gender-related issues such as
pay disparities, promotions and decision making power amongst male and female in
organizations remains a thorny issue.
2. Ethnic and Cultural Differences
Factors such ethnicity and cultural differences account for the differences of human
beings. As a result, the factors can result in hostility, discrimination or disrespect
in the workplace environment. However, since today’s workplace comprises of
individuals from all part of the world, diversity and the challenges it poses are
considered crucial to organizations. The diversity of working populations has created
an atmosphere of multiracial and multicultural dynamism in many organizations. As
a result, it is expected that some individuals will not only harbor unfair prejudices
but also project their inherent biases, anger and frustrations to others considered
different in the organization. Also, such behavioral tendencies result in stereotyping
of people of diverse cultures, ethnicity or religion.
In the end, such attitudes can result in poor cohesion, team bonding, and create
other problems such bullying, scapegoating or harassment in the workplace.
3. Physical or Mental Disabilities
The term disability describes the state in which a physical or mental injury

afflicts an individual. In practice, such impairments may have resulted in
considerable and long-term adverse effects on the individual's capacity to
perform customary day-to-day activities. Although, disabilities do not entirely
prevent an individual from the capacity to perform workplace tasks or duties but
can present challenges or limitations. In selected cases, workers with
disabilities who are mentally or physically handicapped face harassment,
discrimination or ridicule from impervious colleagues. As a result, employers can
sometime side-step employing individuals with mental, physical or other
disabilities. This is based on misconceptions that people with disabilities are
“slow” or incapable of comprehending or completing workplace goals, tasks or
demands.
In the long run, the workplace becomes hostile and unfriendly resulting in low
morale, productivity and attractiveness of the organization. Therefore, the physical
or mental disabilities of present and future employees of organizations need to be
addressed in the workplace.
4. Workplace Communication
Communication is an important tool that creates and maintains cohesion in
the workplace. Also, fluid communication is crucial to the attainment of the
organizations’ goals, tasks and management. Therefore, the peculiarities of
individuals in the workplace are vital for the realization of these objectives.
Since each person brings his or her individuality to the workplace, the contributions
of each individual can enhance productivity, quality of work, relationships, and
even loyalty of a workplace. However, poor communication can result in
confusion, lack of teamwork, and low morale in the workplace. Similarly, lack of
effective communication of the firm’s objectives can result in missed deadlines,
incorrect goal assumptions and ultimately conflicts in the workplace. The
multicultural diversity can result in misunderstanding and decrease in productivity.
As a result, firms and organizations need to identify, examine and address the
problems workplace diversity can present in the workplace.
5. Generation Gaps
The difference in generation gaps is one of the biggest challenges of
workplace diversity. The resultant effect is the lack of cohesion caused in part by
lack of communication between the old and newer generations.
This creates problems in the workplace particularly in times when strategic changes
are required for the advancement of organizations. In the light of this, generations

that are far apart experience problems during the adjustment phase which is
often viewed regarding generational differences but a change in the career cycle.
In large organizations, the ages of employees’ age can range from teenagers to
senior citizens. These generation gaps present workplace issues as the differences
can trigger "cliques" and create divisions within the company. Bridging this chasm
can sometimes become a thorny issue between multiple generations amidst efforts
to create teamwork.
5. Suggestion and solutions
Despite the outlined prospects diversity several challenges persist in the modern-day
organization. The natural obstacles to embracing and implementing diversity in an
organization require organizations to stand up and take notice or risk isolation in the
increasingly competitive world of local and international business. It is no longer just
the question is how can issues of workplace diversity be resolved, but what steps,
programs and strategies are required in the present and near future. Therefore, it is
imperative that companies chart a sustainable course for addressing the issues
raised to tap into scarce talent pools, increase efficiency, increase market share and
maximize future profits.
The problems and issues raised by workplace diversity can be resolved by looking
at the following suggestions and solutions;
1. Understand Discrimination
Given its importance, employees, supervisors and managers must be
required to understand the company’s policies, guidelines and legislation on
workplace diversity. This will enable all stakeholders to identify and curtail any
acts of hostility, harassment or discrimination of people of diverse cultures
within the organization.
Furthermore, understanding discrimination and the company’s policies on the
matter. This will not only promote effective communication but also reduce the
incidence of conflicts and behavioral issues in the workplace. Furthermore, the
effective communication and understanding can assist companies to devise and
enforce strict yet acceptable penalties for parties that partake in discriminating other
colleagues.
2. Determine Individual’s Preconceptions

It is imperative for managers in the workplace to identify and address any
misconceptions and biases. This can promote better conflict resolution and
prevent inconsistent decision making as regards to matters of diversity in the
workplace. Furthermore, understanding the biases between employees can
assist managers thoroughly examine and cultivate practical solutions for
managing employees particularly in social and multicultural and diverse
organizations. Organizations can address diversity issues in the workplace by
outlining the bias factors held by managers and employees.
3. Diversity Training Programs
Various studies have shown that diversity has a positive impact on many key aspects
of organizational performance and workplace management.
Programs designed to address workplace diversity enhance the competitive
advantage of companies in their search for talent. Hence, organizations that strive
to excel amidst the changing demographic transitions are required to invest in
diversity training sessions. Also, these efforts need to not only reinforce company
policies but also inspire appropriate behavior towards people from diverse cultures.
It is envisaged that such training and professional programs will equip stakeholders
with tools and strategies to address challenges that may arise among the “melting
pot” of employees.
Lastly, diversity training should be adopted as a strategic tool to shape the
organization’s diversity policy. This approach will help alter the leadership teams
or staff composition required to interrupt old habits and routines that favor or
discriminate against people of diverse cultures in the organization.
4. Empowerment Culture
Managers in organizations create an empowerment culture to address the problems
of diversity in the workplace. This can be achieved by infusing an
atmosphere that welcomes and empowers employees with diverse skills to work in
teams. It is also important to equally contribute to training and awarding without
gender discernment. Managers can be very effective in helping to establish morale
and encourage employees to do their best. The process should also involve all
employees from the process of formulation and execution.
Lastly, diversity initiatives in the workplace should help to defend against resistance
to change and afford them a sense of belonging.
5. Workplace Orientation

Organizations orientate fresh employees to familiarize themselves with the
operations and the current workforce. With an appropriate definition of company
policies, issues or concerns will be addressed. Also, queries will be answered, as well
as the short and long-term goals can be discussed. This will be
a good orientation to welcoming the newcomers and make them feel home.
Therefore, organizations can establish customizable employee satisfaction survey
that provides comprehensive reporting. The results can be used to build and
implement successful diversity in the workplace policies .
6. Define Job Descriptions
It is crucial for organizations to highlight and describe the skills required for jobs. This
will enable the organizations to hire the best personnel from the increasingly limited
pool of talent.
Therefore, managers rapidly determine an individual’s ability to handle the potential
challenges of a diverse workforce during the interview process. Furthermore, this
will allow managers select the most aspiring employees from the pool of candidates
who value and understand the importance of workplace diversity and ultimately help
manage other candidates who do not.
Such measures can help companies create policies and guidelines that clearly outline
the inclusive nature of recruitment. Also, this will enable the organization present a
blueprint for compensation, benefits, professional development, and social
programs beneficial to its employees from the outset.
Lastly, such policies serve to highlight that the organization maintains a top-down
culture of inclusivity; and will not tolerate harassment and discrimination as well as
the consequences for violating such policies.
7. Communication and Team Building
The twin tasks of effective communication and team building are crucial exercises in
any modern-day organization. The implementation of these processes enables
employees to flourish, and it brings about trust amongst them regardless of the level
of diversity. For example team building activities such as strategic games, sharing
stories and experience, role play and much more can help employees bond and
communicate more effectively. It helps others “break the ice” by easing their
nervousness.

Such activities create and strengthen bonds in the workplace. Ultimately, it improves
effective communication and creates avenues for
appreciation of the workplace and co-workers alike.
Similarly, the free flow of communication is an additional important factor even the
sturdiest and competent organizations require for long-term survival. It’s all about
sharing ideas, concerns, queries and solutions to ensure a healthy workplace
environment.
6. Recommendations
It is clear that the environment in which business is conducted today is
quite different from what it was looking back in time. Developments in
communication techniques, infrastructure, and a reduction of barriers
between countries have led to internationalization and globalization. The
business world is more interconnected and interdependent than ever
before. This reality means that the workforce is becoming more diverse
all across the world. The diversity poses for challenges, but it also
presents opportunities, if managed in a good way. If managed correctly,
diversity becomes an advantage that adds positive effects to business.
Different perspectives bring, for example creativity and innovation.
However, in order for creativity and innovation to prosper, there is a
prerequisite. That condition is safety. People need to feel safe in order to
find the courage to be explorative, innovative and creative. Therefore,
the challenge for managers is to create strategies that deal with diversity
so that the positive aspects of diversity can be utilized and the negative
aspects of diversity can be controlled.
Moreover, managers need to create a feeling of comfort and safety for
the employees in order to allow for explorative and innovative minds.
The diverse environment, where people constantly move around, creates
a very dynamic workforce. It is a challenge for managers, employed in
such an environment, to create that feeling of safety.
One suggestion of how to deal with the challenge is to create an
organizational culture that creates a feeling of togetherness. An
organizational culture that is stronger than the respective national
cultures. By using managerial tools such as a screening process when
hiring people, in which a careful selection is made already at this stage,
the company can attain the right kind of personalities needed to enhance
the organizational culture.
Moreover, once a new employee enters the organization, another
managerial tool is, to constantly, in different ways, repeat the message
that the organization wants to convey in order to strengthen the

organizational culture. By paying attention to such a tool,
an organizational-socialization process is started in which the employees
conform and become more of a unit.
If the organizational culture is strong enough, then it can, through the
socialization process, outweigh the differences that lay in the many
national cultures of the individuals. Thereby, a feeling of unity and
togetherness is created.
Moreover, a system in which knowledge can be passed on, within the
organization, can develop. The knowledge or values that are emphasized
become institutionalized and preserved as institutional memory which is
independent of the people who leave or enter the organization.
Thus, the challenge for managers is to use the different techniques at
disposal, to create a strong organizational culture that can facilitate a
diverse workforce through socialization processes and
institutionalization.
7. Conclusions
The case study examined and highlighted the critical issues impacting on the
concept of workplace diversity in modern-day organizations around the world.
As a result, it identified examined and highlighted the various prospects and
challenges of diversity in the workplace. This is based on the
premise that modern day firms, companies or organizations need to adapt to
effectively compete and succeed in the face of growing diversity and current
global business climate.
According to the finds, diversity promotes critical thinking and problem-solving skills,
employee growth and development, unification of diverse strengths, corporate
attractiveness, and innovative ideas and skills in the workplace. However, these
benefits are currently plagued by
several factors including but not limited to the following.
Firstly, the gender and lifestyle choices of people, ethnic and cultural differences,
physical or mental disabilities, workplace communication, and generation gaps can
result in problems in the workplace.
As a result, people in these groups face hostility, disrespect and discrimination from
other colleagues. According to the findings, such behavioral attitudes result in an
uncomfortable atmosphere and poor productivity in the workplace.
Also, these challenges can dampen morale, cause confusion, affect teamwork, and
lower the attractiveness of the organization.

Consequently, modern day organizations need to address the causes of these issues
to benefit from the long-term benefits of diversity. To this effect, this case study
proposes a way forward for improving diversity in the workplace.
Firstly, organizations need to understand better discrimination through diversity
training and orientation programs that will optimistically determine individuals
preconceptions in the workplace. It is envisioned that this will foster an
empowerment culture, define job descriptions, and lastly build communication
and team spirit among an organizations employees. Based on these
presentations, the authors envisage that the findings will benefit future
employees, managers and organizations adapt to the realities of workplace
diversity. Also, the authors hope the findings to improve workplace diversity,
promote productivity and maximize profits in the increasingly competitive
climate of global business and organizational management.
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