Workplace Diversity in Public Sector: Importance, Benefits and Issues

This essay examines the concept of workplace diversity within the public sector, highlighting its importance and associated benefits. It analyzes the extent to which diversity is maintained and implemented in public sector organizations, while also addressing challenges that arise from diverse work environments. The research employs secondary data analysis, drawing from journals, books, and articles to understand the perspectives of past authors on workplace diversity. Findings suggest that workplace diversity is a business necessity that fosters trust, well-being, and improved organizational performance. The essay concludes by emphasizing the need for strong governance and business integration to achieve successful diversity in the public sector, ultimately leading to growth and competitiveness.

Objective of the Research
Research objective is important for
conducting the research effectively as it helps
in defining the true aim of the research and
the result it desires to reach. This particular
research is about workplace diversity in a
Public Sector.
The objectives of the research are:
•To analyze the importance of diversity in
workplace
•To analyze the benefits of workplace
diversity
•To analyze the extent to which Public Sector
maintains workplace diversity
•To analyze the implementation of workplace
diversity
•To discuss ways for tackling issues arising
from diversity in workplace in Public Sector
Data Collection and Analysis
•Data collection is essential for finding the
details of the research and to meet the desired
objectives
•Data collection helps in validating the objective
of the research and gives an evidence of the
fact stated in the research aims
•It helps in increasing the accuracy of the
research and the research objectives
•Research design will be proposed for the
purpose of collecting data effectively
•Research design is said to be a blueprint for the
evaluation of factual data
•Secondary data will be used to collect data for
finding evidences of workplace diversity (Best
& Kahn, 2016)
•Secondary analysis helps in conducting
qualitative research without using any
mathematical tools and equation
•Literature of past authors on workplace
diversity will be used to know the thinking of
past authors on this ground
•literature will be found and analyzed from
journals, books, article and others
•Collected data and information from the
secondary data will be analyzed in a descriptive
format (Creswell, 2013)
•Descriptive analysis is beneficial as it is easily
understood by everyone
•Analysis will cover both the findings of the
data and implication of the result found such as
importance of workplace diversity and others
Implication
•It is seen that workplace diversity is one of the
most important factor in the success and growth
of the organization
•Diversity helps in maintaining a fruitful and
positive environment in the workplace
•Workplace diversity helps in maintaining
mutual respect, control conflict and increases
exposure
•Increases employee retention rate and decreases
employee turnover
•Public sector has laid back in incorporating
diversity in their workplace
•However it has been seen that public
organization with workplace diversity has
experienced continuous growth over the years
•Lastly implementing diversity I not an easy task
it requires strong planning in the governance
body
•Thus diversity is an important factor and needs
to be incorporated by the public sector as much
as possible to seek more growth and compete
with the private sector successfully
•Workplace diversity is not only important for
public sector, it is essential for any business that
seek to stay in the business for longer period of
time
Student Name and ID
Findings
•Workplace diversity is the maintenance of
environment with diverse culture, background,
language under one business environment
•Workplace diversity is assumed to be a business
necessity as it shows the ability of the business to
embrace change easily (Chrobot-Mason &
Aramovich, 2013)
•Helps in incorporating large number of employees
in the business from all over the world
•It allows a business to cover large and wide spread
demography
•In a survey it was evident that 85 percent of
companies was for maintaining a diversity of
culture, operations, beliefs in their workplace
(Bond & Haynes, 2014)
•Civil Right 1964 also put forward a prohibition
stating any kind of discrimination among
employees and management in a business
environment
•Diversity in the workplace has been able to bring a
lot of opportunities in the business
•The organization with multidiversity in their
workplace culminate trust and well-being in the
organization (Wambui et al., 2013)
•Public sector finds it difficult to incorporate
diversity in their workplace due to cultural lag that
they are facing (Ashikali & Groeneveld, 2015)
•Over the years it has been seen that the public
administration has been able to grasp some hand
on diversity yet the progress is slow
•Cultural diversity in the workplace is important for
being a true public sector of the citizen
•Public sector with diverse culture seem to offer
better organizational performance (Sabharwal,
2014)
•Diversity in workplace of public sector came into
existence in 2009 with the realization of achieving
political as well as social government
•To maintain successful diversity in public sector, a
strong governance and business integration is
needed (Rice, 2015)
Workplace Diversity In Public Sector
References
Rice, M. F. (2015). Diversity and public administration. ME
Sharpe.
Sabharwal, M. (2014). Is diversity management sufficient?
Organizational inclusion to further performance. Public
Personnel Management, 43(2), 197-217.
Ashikali, T., & Groeneveld, S. (2015). Diversity management
in public organizations and its effect on employees’
affective commitment: The role of transformational
leadership and the inclusiveness of the organizational
culture. Review of Public Personnel Administration, 35(2),
146-168.
Wambui, T. W., Wangombe, J. G., Muthura, M. W., Kamau,
A. W., & Jackson, S. M. (2013). Managing Workplace
Diversity: A Kenyan Pespective. International Journal of
Business and Social Science, 4(16).
Bond, M. A., & Haynes, M. C. (2014). Workplace diversity: A
social–ecological framework and policy
implications. Social Issues and Policy Review, 8(1), 167-
201.
Chrobot-Mason, D., & Aramovich, N. P. (2013). The
psychological benefits of creating an affirming climate for
workplace diversity. Group & Organization
Management, 38(6), 659-689.
Best, J. W., & Kahn, J. V. (2016). Research in education.
Pearson Education India.
Creswell, J. W. (2013). Research design: Qualitative,
quantitative, and mixed methods approaches. Sage
publications.