The Impact of Diversity: Analyzing its Pros and Cons in the Workplace

This essay provides a comprehensive analysis of diversity in business organizations, examining both its advantages and disadvantages. The advantages discussed include improved customer service skills, enhanced customer knowledge, the ability to operate effectively in a global setting, and a more satisfied and productive workforce. It also highlights how diversity can foster creativity, innovation, and attract a higher quality talent pool. Conversely, the essay acknowledges potential disadvantages such as communication issues, conflict, decreased employee morale, and the costs associated with implementing diversity management programs. It also addresses concerns about mandatory diversity training and the potential for reverse discrimination. The essay concludes that while diversity presents challenges, it is a necessary and unavoidable aspect of modern organizations, particularly in a globalized world, emphasizing the importance of effective diversity management to harness its benefits for increased productivity and innovation. Desklib provides solved assignments and past papers for students.

Running head: DIVERSITY
DIVERSITY
Name of the Student
Name of the University
Author note:

1DIVERSITY
Starting late, diversity is logically observed as a basic issue with respect to business
organization. This is a direct result of the extending contrasts in the people, globalization
process, growing of widespread business and cross edges business overseeing works out. In the
business arrange, associations have moreover tend to pay more focus on diversity and look for
ways to deal with secure the open entryways offered by diversity as they perceive that diversity
has the capacity of yielding more unmistakable proficiency and high grounds. Unmistakably,
managing and regarding diversity is a key piece of fruitful people organization, which can
improve workplace productivity, and also contribute through and through to the crucial
objectives of human resource organization (Barak 2016).
Advantages are of diversity can be explained in the following ways. First of all, Improved
and updated aptitudes to the extent customer organizations. In fact, varying workforce will every
now and again infers different aptitude, capacity, experience and limits in the agents. In case a
leader grasps the complexities and multifaceted nature of how to manage diversity fruitful, he
will have the ability to put the ideal individual into the correct position, by constraining his
weaknesses while overhauling the particular specialist's quality (Wambui et al. 2013). Starting
here of view, an alternate workforce enables a manager to pick the correct contender for a
particular position in the affiliation.
Secondly, Prepared to aggregate and improve the nature of customer information. As
businesses use contrasting workforce, one can by suggestion exploit the data and experience of
these workforce. In the season of information, it is understood that exhibiting learning or
customer knowledge has twisting up progressively essential. Diversity in workforce in this
scenario can help an association with assembling and accumulate more noteworthy and fruitful
data accessible place.

2DIVERSITY
Thirdly, Ability to work feasibly and furthermore beneficially in an overall setting. As an
obvious truth, the entire world is a splendid outline of diversity. We fundamentally require the
adjacent experts to help us in administering forte units at outside countries or basically to expand
bit of the general business in foreign countries. Along these lines, it isn't troublesome for us to
understand that an alternate workforce will enable an association to work more sufficiently and
successfully. Fourthly, prepared to make more satisfied workforce, and thus inciting more
productive workforce. If an association can manage diversity fittingly, by then the individual
worker will never again need to clone or purposefully change himself to adaption of the
corporate culture (Saxena 2014). This can as often as possible prompts a more satisfied
workforce. A more satisfied workforce, will along these lines, prompts more useful workforce.
Effective managing of diversity engages diminishment in mechanical inquiry. Clearly,
proper organization of diversity can in like manner ensure less mechanical verbal confrontation
or court case rises up out of delegates' issues. Diverse workforce can incite extended creativity
and progression. Diversity can convey agreeable vitality and imaginativeness and innovative as
well. A social affair of different people is better than anything a results made by a single person.
The merged undertakings are always much exceptional. Diverse workforce has better chance to
attract higher quality agents from a greater pool of specialists. As an association prepare or has
authoritatively gotten the standpoint of having diversity is productive. By then the association
normally access to an alternate pool of human capacities, which infers that the association can
pick the agents from a greater pool of workforce. As now the choices are opened up, by then we
can approach better endowments the world over. Or then again toward the day's end, we can
access to the world class blessings the world over.

3DIVERSITY
There can be a detailed discussion about the disadvantages of diversity as well.
Ineffectively incorporated heterogeneous gatherings can be as harming to the association as
excessively coordinated homogeneous gatherings. Clearly, overseeing diversity is a
workmanship. While in spite of the fact that the commitment to an organization key
administration picture is brilliant, the execution is not all that much. Furthermore, sadly, there are
additional confirms that diversity can convey disadvantages to organizations too. It is discovered
that groups with assorted workers more often than not take more time to perform adequately. In
addition, diversity brings various correspondence issues and in addition "brokenness" in casual
gathering elements. At some genuine cases, diversity can likewise be a wellspring of contention.
That can cause issues, for example, hesitant to share data among workforce. Representative
resolve decay issues, and higher turnover because of corruption of employment fulfillment.
Not just that, it is likewise say that there can be different downsides because of usage of
diversity administration program for the time being. A diversity administration program may
attack representative protection. Likewise, usage of the diversity administration program might
be costly for the time being. Aside from that, amid the execution procedure, profound situated
biases inside workers might be brought beyond any confining influence, causing here and now
pressure. Especially for an inadequately took care of program, clashes and sick inclination might
be the final products for chiefs to handle. Increasing work environment diversity frequently
incorporates obligatory diversity preparing, amid which representatives, administrators and
directors get exercises on how best to communicate with clients, customers and representatives
who speak to assorted populaces (Thomas 2012). Required preparing for a few representatives is
what might as well be called constraining workers to acknowledge diversity no matter what,
paying little heed to their own introduction and encounters. Preparing that is constrained upon

4DIVERSITY
representatives may have unintended outcomes. Workers who feel diversity preparing shouldn't
be commanded may accept rather that the negligible idea of diversity is more vital than some
other sort of representative preparing and advancement the business gives to enhance workers'
aptitudes and capabilities.
Employees who understand the organization will likely build diversity may feel they are
less critical in the event that they don't speak to the run of the mill differing populaces that
emphasis on race, sex, national inception, age and handicap. In a work environment where
representatives don't have a place with differing populaces, these workers may feel
underestimated and neglected construct absolutely in light of the way that they don't speak to
diversity (Rice 2015). They additionally may trust that representatives from various gatherings
have more open doors for progression, consequently upsetting the working connections they
once had with associates and coworkers. Although the commence of work environment diversity
is shared regard, making facilities for various differing gatherings' requests can wind up
oppressive on businesses, making diversity administration troublesome. Worker asks for and
work imperatives in light of religion, national starting point, sex and race can end up
overpowering if your work environment has so much diversity that it takes a full-time HR staff
part just to monitor pleasing the necessities of different gatherings in the work environment.
Cases of pleasing various assorted populaces incorporate making an interpretation of materials
into numerous dialects and having mediators close by for gatherings with representatives,
obliging worker unlucky deficiencies because of religious practices or handicaps, and in addition
modifying business hours to concur with favored timetables for workers with various work styles
and individual commitments.

5DIVERSITY
From the above discussion and comparison between the advantages and disadvantages of
diversity it can be stated that diversity has some disadvantages but it is absolutely necessary in an
organizational setting to make the organization productive and innovative. It is not only
necessary but it is unavoidable. An organization will utilize the neighborhood accessible
workforce to fulfill the requirement for representatives with a specific end goal to look after
generation. On the off chance that the populace in the region where the organization is found is
included a different statistic, at that point the organization will make a workforce in view of that
populace draw. The organization will hope to contract the most qualified representatives
accessible, and the diversity of qualified competitors from the neighborhood help set up a
differing workforce. More proficient transportation and strategies for correspondence have
associated different parts of the world (Patrick and Kumar 2012). A worldwide economy implies
that individuals are moving to various parts of the world to look for some kind of employment,
as opposed to simply peered inside their own particular nation. In the event that your
organization requires specialized topics that happen to be famous in different parts of the world,
at that point the business openings you are putting forth might be sufficiently alluring to the
worldwide workforce that a few people from different nations would think about moving to your
region to work for your organization.
Therefore the statement “When it comes to corporate boards and diversity, the conventional
wisdom is simple: Diversity is good. When directors are too alike, the thinking goes, they look at
problems -- and solutions -- the same way. There's no one to challenge prevailing ideas, or to
speak out on issues important to certain groups of customers and employees.
By contrast, diversity leads to more innovation, more outside-the-box thinking and better
governance.

6DIVERSITY
Sounds great. And it is, in theory. Unfortunately, few boards that pursue diversity ever
see the wished-for returns. Many report no significant change in their performance, while others
bog down in conflict and gridlock”, by Jean-Francois Manzoni, Paul Strebel and Jean-Louis
Barsoux is true in the sense that “Diversity is good”, and also that more needs to be done to
manage diversity in the organizations.

7DIVERSITY
Reference:
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and
challenges. Sage Open, 2(2), p.2158244012444615.
Rice, M.F., 2015. Diversity and public administration. ME Sharpe.
Saxena, A., 2014. Workforce diversity: A key to improve productivity. Procedia Economics and
Finance, 11, pp.76-85.
Thomas, K.M. ed., 2012. Diversity resistance in organizations. Psychology Press.
Wambui, T.W., Wangombe, J.G., Muthura, M.W., Kamau, A.W. and Jackson, S.M., 2013.
Managing Workplace Diversity: A Kenyan Pespective. International Journal of Business and
Social Science, 4(16).