Managing Diversity in Business: Importance of Gender Diversity

This article discusses the importance of gender diversity in managing diversity in business. It explains the benefits of gender diversity and the consequences of not availing it. It also provides possible actions to improve gender diversity. The article is relevant for students studying management, human resources, and diversity-related courses.

Running head: UNDERSTANDING AND MANAGING DIVERSITY
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Name of the Student
Name of the University
Author Note

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Topic: Managing diversity in business and choose a form of diversity that encourage
business understanding and thought process.
Form of diversity
There are different forms of diversity like age diversity, religious diversity, racial
diversity, Personality diversity, gender diversity and more on but the three major forms of
diversity include genetic diversity, species diversity and ecosystem diversity. Gender
diversity is the major form of diversified situation in an organisation. Equality in gender is
important and similar opportunity is needed in that case. Men and women are in the same
situation at the recent time. They are educated in a same manner, their belongings are same
and their guidance and mentality is also same (Rijamampianina & Carmichael, 2018). Thus
both of them has huge prospect of shine in and encouragement from different sector help to
mitigate the gender imbalance situation. Organisation has to follow gender diversity as there
are some sections that need both men and women. There are some business organisations
who have not followed the form of diversity and for the reason, they have to face some
consequences as well
The benefit of that diversity
There are some major benefits that come in case of implementing gender diversity in
an organisation. The increase positivity one of them. The perception of equal with a man or to
have the similar career opportunities increase confidence and leading towards the progress of
women. The diversity policy also fulfils the ambition of women, as 50% of women try to
reach the leadership position and enhance their position in the workplace (Bennett, Pitt &
Price, 2012). Job satisfaction, customers’ accumulation, career opportunities and a talent hub
for both men and women will mitigate the problem related to gender diversity. The level of
turnover will decrease if a balancing situation persists in an organisation. In case of tourism

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or hospitality sector women are needed for receptionist cases, service cases, and finance or in
administrative. Similarly men are also there for maintenance, administration, housekeeping,
laundry, food and operational cases. Thus, gender diversity is relevant in that case, rather
active employees will enhance the productivity of the tourism and hospitality sector.
Consequences of not availing the chosen form of diversity
The major problems, which organisations have faced for not availing the gender
diversity within their organisation is the stagnant nature of creativity. Creativity can come
from any of the sources, so if those sources are selected in gender picking process, then
possible chances of evolving new innovation will stop (Martín Alcázar et al., 2013). The
productivity will not increase in that case and there are some slots where different gender
people are needed, so there will be some mismatch over there. The range of services will be
curtailed by that process and the adverse consequences have to face by the organisation
(Bennett, Pitt & Price, 2012). In case of tourism and hospitality industry customer
engagement will suffer if gender diversity is not there. Customers will face some in some
section of the tourism and hospitality. There are some sectors where specific gender
appearance or guidance is needed for customers’ enquiry or management.
Possible actions to improve gender diversity
A panel of training employees will be in a queue, accumulate all the genders, will
help to formulate a suitable employee at the appropriate place in the organisation. The
problem will be tackled in a right form and the workplace culture will be there (Kulik, 2014).
In case of hospitality and tourism, diversified recruitment of men and women will be
important and that provide a scope for improved actions. The issues of diversity are also
impacted on the job positions and apposite job position for women or men is the issue that
can be solved by the process.

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References
Bennett, J., Pitt, M., & Price, S. (2012). Understanding the impact of generational issues in
the workplace. Facilities, 30(7/8), 278-288.
Kulik, C. T. (2014). Working below and above the line: the research–practice gap in diversity
management. Human Resource Management Journal, 24(2), 129-144.
Martín Alcázar, F., Miguel Romero Fernández, P., & Sánchez Gardey, G. (2013). Workforce
diversity in strategic human resource management models: A critical review of the
literature and implications for future research. Cross Cultural Management: An
International Journal, 20(1), 39-49.
Rijamampianina, R., & Carmichael, T. (2018). General Issues in
Management. Management, 3, 1.