The Importance of Diversity and Inclusion in Management Practices

This report examines the critical role of diversity and inclusion in contemporary management practices, emphasizing the importance of creating inclusive workplaces. It highlights the significance of understanding diverse cultural backgrounds and experiences within organizations. The report delves into various paradigms such as discrimination and fairness, access and legitimacy, and learning and effectiveness, emphasizing how these influence organizational behavior and employee relations. It also discusses the impact of diversity on the global business environment and the importance of incorporating these aspects to enhance the overall business of the form. The report underscores the need for inclusive practices to reduce conflict and improve productivity, ultimately enhancing the organization's competitive advantage. The report also references how prejudice and discrimination results in conflicts within the organization and as a result attrition of skilled workforce, and how employee attrition reduces the competitive advantage.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

1MANAGEMENT
Week 9 - Diversity & inclusion in action
In this era of high competition between the organizations, it is highly crucial for the
organizations to understand the importance of diversity in workplace. One of the crucial aspects
of ensuring diversity within the organization is inclusion of employees who are minorities. It is
highly crucial for multicultural organizations to incorporate diversity practices that tend to
address both equality as well as fairness. According to researches, the three chief paradigm
associated with diversity in the workplace includes discrimination and fairness, access and
legitimacy and learning and effectiveness (Buse, Bernstein & Bilimoria, 2016). The first
paradigm ensures and equity for all the employees in order to relevant discrimination on the
basis o age gender sexual orientation or race. When it comes to the second paradigm, ot is
defined as a market based response to the diversity. According to researchers, employing
candidates from different cultural background enhances the access as well as legitimacy of the
organization within the market (Mor Barak, 2015). During this pint, organizations try to reflect
societal diversity. The third paradigm goes further and seeks the connection between different
backgrounds, experiences as well as insights of the diverse workforce for enhancing the overall
business of the form. Researchers have pointed out how prejudice and discrimination results in
conflicts within the organization and as a result attrition of skilled workforce. Conflict between
he employees reduces the productivity as well as reputation of the organization. On the other
hand employee attrition reduces the competitive advantage of the same.

2MANAGEMENT
Reference List
Buse, K., Bernstein, R. S., & Bilimoria, D. (2016). The influence of board diversity, board
diversity policies and practices, and board inclusion behaviors on nonprofit governance
practices. Journal of Business Ethics, 133(1), 179-191.
Mor Barak, M. E. (2015). Inclusion is the key to diversity management, but what is
inclusion?. Human Service Organizations: Management, Leadership & Governance, 39(2), 83-
88.