Human Resource Management: The Value of Workplace Diversity

This essay delves into the critical role of diversity within human resource management. It defines diversity, emphasizing its importance in creating an inclusive workplace that values individual differences across age, class, race, and gender. The essay highlights the benefits of workplace diversity, including enhanced marketing, recruitment, and organizational image, as well as improved adaptability and globalization. It examines the strategies for managing diversity, focusing on equal employment opportunities and flexible working conditions. The essay also acknowledges potential limitations, such as negative behaviors, while underscoring the positive impact of diversity on innovation, customer service, and overall organizational success. The essay references several academic sources to support its arguments and emphasizes that organizations aiming for success should prioritize the principles of diversity in their culture and management systems.

Running Head: Human resource management
Human Resource Management

Human resource management
Diversity
Diversity is related to acknowledging, accepting and understanding the differences that are seen
among the people with respect to age, class, race, gender. It is evaluated that every individual has
some visible and non-visible changes and by giving value to the differences the individual feel
valued for the struggles that are not only valuable for the person but also for the organization. By
taking into consideration the word diversity, the emphasis is given to the groups that consist of
the qualities of an individual that are diverse from the behavior. To give value to the diversity at
the workplace is essential nowadays. To give value means to create an environment that
maximizes the potential of the employees in which every individual feels that they are a part of
the team. By giving value to diversity in the organization means that the acknowledgment is
given to other culture and races that have equality (Barak, 2016).
Diversity in the organization means that the candidates are employed without any discrimination
that is related to the gender, age, religious belief and the cultural background of the people. It is
also related to the education level, experience in life, social and economic background. The
experience of work and also marital status are included in diversity. If the diversity is concerned
with the workplace, then it means to find the values of various individuals and also to manage
the environment in an effective manner (Trax, Brunow & Suedekum, 2015).
To manage the diversity it is essential to make those surroundings that can give the full
contribution of people belonging from different backgrounds. So it is evaluated that the main
focus of the organization is on implementing the strategies that consist of different
responsibilities of the employees and also on the different background. It takes into consideration
all the contribution that diversity has given focus so that the new ideas can be generated and also
the techniques can be taken into consideration to conduct the operations of the business.
Diversity considers all the policies that are concerned with the equal employment opportunity
that is essential for the workplace. A diverse business is one that considers the values that make
the difference in the individual. The organization that is diverse gives encouragement and also
considers the differences that are possessed so that their services can be relevant and easy to
approach (Leng & Yazdanifard, 2014). The organizations that are diverse take into
consideration various views and experiences so that the needs of the individual can listen in a
proper way. If the encouragement takes places then it gives direct impact on the society. In today
scenario, many people take the diversity of good things because it offers the people various
opportunities to experience various things that are not experienced in a normal course of a period
(Harvey & Allard, 2015).
Diversity is related to the tricky things and also it helps to understand both the negative and
positive effects on the society like on education and employment. The individual has to search a
lot to find out what exactly the effect will be in the end and also it helps to be patient to see the

Human resource management
outcome. There are various advantages that are related to the diversity in the workplace. It
enhances the opportunities for marketing, recruitment and also on the image of the organization.
If the organization give focus on the outcome and do not give focus on the diverse team, then it
is analyzed that the communication and trust can be broken and the performance level goes
down. Also, there are various limitations that are related to diversity (Meyers & Vallas, 2016).
The negative behavior can create hindrances to the organizational diversity. It is because it
damages the relationships and also reduces the level of productivity and morale. The diversity in
the workplace enhances the opportunities for the business to attain a perspective in the situations
and also helps to improve the global reach but it does not give negative impact on the company
operations. The principles of the diversity in the workplace should be considered and it gives
emphasis on the human resource management. It is essential that the organization should show
the high level of commitment level towards diversity and should have a flexible working
condition that assists the employees to balance their work and also the responsibilities of the
organization (Adams & Bell, 2016).
The strategies of diversity in the workplaces assist the organization to enhance the relationships
with the community and also to increase the contribution level of the employees. The quality of
the programs, products, and services delivered are also increased in an efficient way. The
organization that aims to attain the success gives focus on the main principles of diversity to be
implemented in their cultures and management system. The principle of diversity enhances the
value of the organization. The change in people management can be easily seen and it gives the
positive impact on the working operations of the company. There are various benefits that are
related to the workplace diversity. One advantage is that it enhances the adaptability of the
company. The solutions can be given to every problem just by giving employment to the diverse
employees in an organization. The employers who are from a diverse background not disclose
the talent of the individuals but also gives ideas that are innovative and can help to adapt the
demand of the customers and the fluctuation of the market (Chrobot-Mason & Aramovich,
2013). Diversity also helps to offer globalization. It has a collection of the workforce in a
company that gives the diverse collection of the skills and also allows the company to offer
services to the customers globally. The diverse employee also has the comfort level that helps to
communicate at many points and also gives innovative ideas and experience. The company can
take into consideration those ideas that can meet the strategy of business needs. The needs and
wants of the consumers are also meet effectively. So, if the organization has diverse employees
then it can bring high values. To give respect to all the employees of the organization can give an

Human resource management
advantage that creates a competitive edge and also enhances the productivity level (Guillaume,
Dawson, Otaye‐Ebede, Woods & West, 2017).
References
Adams, M., & Bell, L. A. (Eds.). (2016). Teaching for diversity and social justice. Routledge.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.

Human resource management
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.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Leng, C. Z., & Yazdanifard, R. (2014). The relationship between cultural diversity and
workplace bullying in multinational enterprises. Global Journal of Management And
Business Research.
Meyers, J. S., & Vallas, S. P. (2016). Diversity Regimes in Worker Cooperatives: Workplace
Inequality under Conditions of Worker Control. The Sociological Quarterly, 57(1), 98-128.
Trax, M., Brunow, S., & Suedekum, J. (2015). Cultural diversity and plant-level
productivity. Regional Science and Urban Economics, 53, 85-96.