Managing Diversity and Effectiveness Report

Running head: MANAGING DIVERSITY
Managing Diversity
Name of the University:
Name of the Student:
Author note:

1MANAGING DIVERSITY
Executive Summary
The report throws light on team effectiveness and diversity. The findings of the report
suggest that a diverse workforce is responsible for bringing in high values to the organization.
Organization must adapt strategies for implementing diversity in their policies. A diverse
workforce helps in bringing in new talent and values to the organization. However, there are
various challenges to workplace diversity. Many a times, employees fail to welcome diverse
workforce. The management team must take care of such things, by promoting diversity
trainings and programs. The report highlights the issues a company is facing currently with
its diversity policies. Therefore, several strategies have been introduced in order to reduce the
issues, so that the organization has a successful future.

2MANAGING DIVERSITY
Table of Contents
Introduction................................................................................................................................3
Solution......................................................................................................................................3
Supporting evidence for the solution.........................................................................................6
Conclusion..................................................................................................................................7
References..................................................................................................................................8

3MANAGING DIVERSITY
Introduction
Promoting diversity and inclusiveness in the workplace can help in fostering an open
minded and global culture of the company. It helps the employees to understand their
colleagues, customers and clients better, all across the world. In today’s competitive world,
managing diversity at the workplace is very crucial. A diverse group can help in bringing in
higher values to the organization (Barak, 2016). Being the manager of new health care
facilities, several initiatives are to be taken. The organization is facing issues due to their
management. The residents hesitate to come to the facility due to the staff members as they
do not represent diversity.
The report throws light on the role of diversity in an underperforming community for
providing ongoing training on cultural awareness, inclusion and sensitivity to the current
employees. Diversity takes different forms, from nationality and culture to race, sexuality,
gender, educational background and others. The organization after carefully examining,
found out that the residents are not feeling comfortable as the staff members are not
encouraging diversity. In order to promote and encourage diversity at the workplace, the
organization needs to implement several strategies.
Solution
Team effectiveness depends on how much the team is efficient in working together in
order to achieve a common target or goal. Good team members work together by maintaining
harmony and peace. A productive team is committed to a target or goal and the members of
the team must be able to complete the task by the usage of their own resources (Choi &
Rainey, 2014). An organization’s success totally depends on the capability of embracing
diversity as well as realizing its benefits. Organizations must be able to handle diversity
issues actively and efficiently, which can prove beneficial for the company. It benefits the

4MANAGING DIVERSITY
company by increasing adaptability as the workers from various backgrounds helps by
bringing in new talents and experiences, new ideas and different views. This in turn, helps in
adapting to the fluctuating markets and customer demands (Guillaume et al., 2014).
There are various challenges of diverse workforce in the new healthcare organization;
 Ineffective or lack of communication can lead to confusion, lack of team spirit or low
morale. These cultural, perceptual and language barriers must be dealt with
professionalism.
 Diversity programs must be conducted and diversity trainings must be imparted
among the employees.
 Associates and employees have t change their mindset. They have a mentality of, “we
have always done it this way.” This needs to be changed as it mars progress as well as
silences new ideas and views.
 Employees must accept the cultural and social changes at their workplace.
 Managers of the organizations must take care of these factors otherwise the company
may face severe consequences.

5MANAGING DIVERSITY
 Implementing diversity policies and strategies can benefit the organization in a huge
way (Flores & Combs, 2013).
Several strategies and policies must be undertaken in order to maximize the effects of
diversity within the company. Not only diversity trainings, organizations must have a
diversity management plan for creating a diverse culture which will permeate in every
department of the company. A main challenge of diversity at the workplace is management’s
prejudice and discrimination. It highly affects the team and the work productivity of the team
members, which in turn leads to the downfall of the company (Olsen & Martins, 2012).
Negative attitudes and behavior of the management including discrimination, prejudice and
stereotyping can harm working morale as well as relationships. Managers must take care that
such attitudes are never applied while hiring and terminating the employees. Employees and
associates need to undertake legal actions if they come across to such situations. The
managers of any organization must be able to focus on their personal awareness
(Podsiadlowski et al., 2013).
Supporting evidence for the solution

6MANAGING DIVERSITY
“The role of diversity practices and inclusion in promoting trust and employee
engagement” is a journal by Stephanie N. Downey, Lisa Van Derwerff, Kecia M. Thomas
and Victoria C. Plaut which investigates the importance of diversity practices at workplace.
The diversity practices within a company helps in promoting trust, commitment and
engagement among the workers of the organization. It helps in fostering a good working
environment and brings in high values. Effective diversity practices strengthen the
relationship among employees. In modern day’s competitive environment, managing diverse
workforce is highly crucial. Organizations may lack behind if they do not implement proper
strategies for managing diversity (Downey et al., 2015).
Successful programs of diversity must communicate the goals of the new healthcare
organization and should act as an opportunity to face challenges. Organizational management
team must promote and implement diversity in their leadership positions. This will benefit the
organization by fostering openness and attitude change among the employees. Trainings
related to diversity must be conducted on a regular basis, which will help in shaping the
organization’s diversity policies (Hislop, 2013). The management team must conduct
employee satisfaction surveys which will provide with comprehensive reporting.
Furthermore, it assists in building and implementing a successful workplace in the company’s
diverse policies. Assessment of the workplace diversity is highly important as it proves to be
an important part of the organization (Lauring & Selmer, 2012).
Managers must be able to differentiate between equality and fairness. Organizations
must treat the employees equally and fairly without biasness and discrimination. Encouraging
and motivating team members make them feel that they are an important part of the
organization. Moreover, along with diversity, it is also important to check that the workplace
is safe and secured for the employees. Arranging events and social gatherings will help the

7MANAGING DIVERSITY
employees to come forward and communicate their issues and problems openly. They will
feel free and share their opinions as well as experiences (Madera, 2013).
Conclusion
To conclude, a diversified workforce is regarded as the changing marketplace’s
reflection. It helps in bringing in high values to the company. Respecting the differences of
every individual proves beneficial for any company. Moreover, the management team must
actively conduct mentoring programs for helping the employees gain knowledge regarding
this. It also assists them become cautious of their mistakes through constructive and critical
feedback. Implementing proper tools of management may help the organizations educate
their associates regarding diversity as well as the issues related to it. Therefore, the new
healthcare organization must learn how to adapt these strategies in order to have a successful
and bright future.

8MANAGING DIVERSITY
References
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Choi, S., & Rainey, H. G. (2014). Organizational fairness and diversity management in public
organizations: Does fairness matter in managing diversity?. Review of Public
Personnel Administration, 34(4), 307-331.
Downey, S. N., Werff, L., Thomas, K. M., & Plaut, V. C. (2015). The role of diversity
practices and inclusion in promoting trust and employee engagement. Journal of
Applied Social Psychology, 45(1), 35-44.
Flores, K., & Combs, G. (2013). Minority representation in healthcare: Increasing the number
of professionals through focused recruitment. Hospital topics, 91(2), 25-36.
Guillaume, Y. R., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., Higson, H.
E., ... & West, M. A. (2014). Managing diversity in organizations: An integrative
model and agenda for future research. European Journal of Work and Organizational
Psychology, 23(5), 783-802.
Hislop, D. (2013). Knowledge management in organizations: A critical introduction. Oxford
University Press.
Lauring, J., & Selmer, J. (2012). International language management and diversity climate in
multicultural organizations. International Business Review, 21(2), 156-166.
Madera, J. M. (2013). Best practices in diversity management in customer service
organizations: an investigation of top companies cited by Diversity Inc. Cornell
Hospitality Quarterly, 54(2), 124-135.
Olsen, J. E., & Martins, L. L. (2012). Understanding organizational diversity management
programs: A theoretical framework and directions for future research. Journal of
Organizational Behavior, 33(8), 1168-1187.

9MANAGING DIVERSITY
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Van Der Zee, K. (2013).
Managing a culturally diverse workforce: Diversity perspectives in
organizations. International Journal of Intercultural Relations, 37(2), 159-175.