Benefits of Diversity in the Workplace

The workforce has evolved over time, with the most recent shift in workforce dynamics occurring at the onset of the COVID-19 epidemic (Hays-Thomas, 2022; Owa, 2022). Aside from the health-related concerns that COVID-19 presented that prompted changes from traditional work environments to virtual work environments, social responsibility has prompted many businesses to think systematically with a focus on social change. With the numerous changes that have occurred in all industries, diversity, equity, inclusion, justice, and belonging continue to be predominant themes that many businesses value and see as a long-term benefit towards organizational fluidity and valuing human capital.

With the ‘melting pot’ that embodies many differences throughout contemporary society, the workplace represents a range of backgrounds, age variances, genders and identities, nationalities, sexual orientations, and languages. Though businesses and organizations establish workflows with the purpose of meeting the mission, goals, objectives, and vision, doing so involves having a workforce that celebrates and is organically appreciative of differences (Owa, 2022). When organizations review their hiring practices and the demographic infrastructure of the enterprise, business functions can be enhanced so that the company has appeal and a positive reputation that advances its brand (Daley, 2022; Kirton & Green, 2021). Many organizations embrace diversity and inclusion and devise initiatives that promote diversity, equity, or inclusion, also known as DEI initiatives (Hogarty, 2021; Kirton & Green, 2021). When thinking of the relevance and importance of diversity, equity, and inclusion, it is leadership throughout the organizational hierarchy that facilitates the infrastructure that encourages a culture of mutual value, respect, and acceptance (Daley, 2022). A diverse workplace has a plethora of benefits that can allow for fulfilling the ‘bottom line.’ The five benefits of a diverse workplace include (a) greater innovation, (b) recruiting top talent, (c) promoting diversity with internal and external stakeholders, (d) improving the organization’s brand and image, and (e) boosting employee engagement.

Greater Innovation

Innovation is important within any business or organization (Hays-Thomas, 2022). With diverse ideas coming from a diverse workforce demographic, collegiality is encouraged through in-depth conversations so that problems are solved, and new ways of thinking are implemented. Diverse perspectives and innovation allow for understanding perspectives that may be based upon life experiences and backgrounds, thus creating a culture in which critical thinking, and thinking ‘outside of the box’ allow for continuous learning. Everyone is an equal contributor when organizations value feedback, thus thwarting the potential for divisiveness to become a part of the work paradigm.

Talent Management: Recruiting Top Talent

Recruiting top talent means seeking skills that can transform organizations toward meeting their strategic goals (Hays-Thomas, 2022). When an organization has a reputation for valuing talent, empowerment can attract resolute workers and allies that contribute to furthering how the organization meets various goals (Hays-Thomas, 2022). Finding dedicated workers can be challenging; however, diversity assists with recruiting top talent. Professionals meeting the rubric relative to educational attainment and related professional experience is important. However, the innovation of developing advertisements that market for professionals that value diversity can lead to adding a network of dedicated employees that will be retained and encourage DEI efforts.

Promoting Diversity with Internal/External Stakeholders

When customers of an enterprise understand how an organization responds to diversity efforts, this can produce positive long-term effects for the business (Daley, 2022). Internal stakeholders are employees that work within an organization, and when employees share value systems that support diversity, equity, and inclusion, customers and external stakeholders will vicariously benefit (Hogarty, 2021; Kirton & Green, 2021). Businesses that establish themselves as a culture that fosters diversity will attract minority customers, and with a diverse staff, research supports that a diverse employee base is able to communicate effectively and efficiently with different types of clientele. And from this perspective, understanding the needs of customers aligned to a business keeps the business in tune with how best to provide quality services.

Improving Image and Brand

A systems approach towards promoting diversity amongst internal and external stakeholders will improve the brand, or the image, of a business or organization (Owa, 2022). When it comes to branding it is imperative to note that all voices are important and that an organizational brand that values diversity will be perceived better amongst competitors. Being forward-thinking and diverse-minded allows for remaining cognizant of how best to brainstorm innovative methods towards meeting the needs of clients and learning trends associated with the experiences of a diverse clientele.

Boosting Employee Engagement

Studies indicated that places of employment where the work culture is positive oftentimes lead to greater success (Hays-Thomas, 2022; Hogarty, 2021). This means that happy employees are more relaxed and feel respected and valued. Attrition rates can be lowered when the work culture is one that encourages collegiality and innovative ideas that boost employee engagement through appropriately aligned vessels of change. A diverse and inclusive environment makes communication easier so that potential problems can be resolved at the infancy level.

Conclusion

A diverse workplace is an asset to businesses where employees and external stakeholders mutually benefit (Kirton & Green, 2021; Owa, 2022). Acknowledging individual strengths and what individuals bring to an organization allows for developing understanding, valuing any perceived differences, and bringing people together so that they can work and learn from one another. Diversifying a team can increase productivity and teach us about emotional intelligence, empathy, and teamwork.?

References

Daley,?S. (2022).?Understanding diversity and inclusion.?https://builtin.com/diversity-inclusion

Hays-Thomas,?R. (2022). Diversity, equity, inclusion, and the law.?Managing Workplace Diversity, Equity, and Inclusion,?1(1), 161-182.?https://doi.org/10.4324/9780367808884-10

Hogarty,?S. (2021).?What is diversity and inclusion in the workplace??https://www.wework.com/ideas/professional-development/management-leadership/what-is-diversity-and-inclusion-in-the-workplace

Kirton,?G., & Greene,?A. (2021). Diversity in the workplace.?The Dynamics of Managing Diversity and Inclusion,?3(1), 93-126.?https://doi.org/10.4324/9781003186397-5

Owa,?O.?A. (2022). Mainstreaming diversity, equity, and inclusion as future workplace ethics.?Mainstreaming Diversity, Equity, and Inclusion as Future Workplace Ethics,?2(1), 28-48.?https://doi.org/10.4018/978-1-6684-3657-8.ch002