Workforce Diversity: Advantages, Challenges, and Management

Abstract
Diversity is considered as one of the crucial part of the organisation, which enable the
employees to deal with different careers. Positive aspect of the diversity brings out exchange
of ideas as diverse culture and the development of the friendship without any factor of
discrimination. Workers will have to come up with the dynamic s of external environment,
stereotyping has been excluded. Diversity in the workforce means that difference and the
similarities among the people in the organisation covers age culture background, disabilities,
religion, gender, sexual orientation, and physical appearance. No one is similar to each other
in terms of above traits. A person is not only differentiated on the basis of culture, gender and
psychological factors but it also includes perspective. Diversity makes the employee base
heterogeneous. Employment to diversified workforce has become necessity for the
organisation, which helps to build effective team, which affect the productivity. This
research paper brings out a discussion on workforce diversity, which has become strength in
any organisation but also people should comply with the things related to religion and caste
and it leads to consideration of diversity issues, which sometimes contributed to the
productivity.
Keywords
Diversity, diversity management, disadvantage of diversity, advantage of diversity,
productivity, workforce diversification, benefits, and challenges faced while recruiting from
diversity, globalisation, competiveness, issues in diversity, and brand reputation.
Introduction
In today`s era, the main fundamental shift occurring in the economy of the world. The
company is trying to move over the traditional barrier in order to cross the border not in terms
physically but penetrate the market with the help of penetration strategy after looking at the

demand of the products. Investment are reducing as the comprehended perceiver has realised
the important of advancements caused while considering the transportation and other
telecommunication advancements which have defined the state as global village because of
globalisation. For instance- American might have the need to work on their cars, which has
been designed by the Germany, it assemble at Mexico, and components are made in. US and
Japan where it has fabricated from the places of Korean steels and also the other Malaysian
rubber (Goswami, and Goswami, 2018). According to the perspective of Indians, it is
recognised as an opportunity as it is a prime economic driver in the globalisation scenario.
Various organisation have between comings from India in order to explore the opportunities.
With an aim to survive in cutthroat competition where the organisations will have to employ
such an efficient and effective workforce so that, the workforce can manage to survive in
competitive market. Delegating employment to diversified people is the main aim of each
organisation. Human is the most important asset of the organisation, which includes capital
resources, physical resources engaged by themselves that cannot alone improve the ability of
the organisation without the increased rate and contribution of human capital or return on
capital/investment. There is a need to set a criterion for the people and the organisation so
that they can maximise the entrance of fresh blood into the organisation, which will enrich
and optimise monetary aspects, which has to be harnessed in order to achieve maximum
organisational goals (Goswami, and Goswami, 2018). Efforts are sharpened on the regular basis
so that it can optimise the effectiveness of human capital and achieve greater challenges.
HRM is related to management of the human aspect in such a way that objectives can be
achieved with the development of employees and their satisfaction. However, it is difficult to
manage diversified workforce, which is being a challenge.
With the increased liberalisation, globalisation, and privatisation, it is quite visible that
changes at the workplace can undergo few changes at the workplace. It is not at all the time

where people with same profession, same qualification and same level of experience come
together in order to execute the organisational goals. As females who were not, working at
that time have come up with the same level of knowledge and education, which has, create
competition in the market. Female working ratio has been coming equal to the males. In order
to avoid the conflict and manage the relationships; it is significant to establish a coordinal
relationship between the employees as it is pone of important ingredient for the functioning
of actions smoothly in the organisation. With such a network loopholes, it shows that it
becomes difficult for any of the organisation in order to achieve the main objectives in an
efficient manner. The research has led to prepare the given model-
(Source: Kim, Lee, and Kim, 2015)
Purpose
The rationale of this study is to identify whether the organisations, which are extended
globally, are able to bring the employees to work with differentiated teams by introducing
varied policies in the organisational structure. This will help to assist to reduce the cultural
difference that could affect the flow of work. The main aim of this research is to perceive the
elements of diversification, and to study to what extent diversity issues have affected effect