DIVERSITY AT WORKPLACE IN 2020 – CHALLENGES AND OPPORTUNITIES

As the workplace becomes more diverse, more issues arise accordingly. HR personnel and recruitment professionals need to be aware of the various challenges associated with diversity so that it can be prevented and addressed. Make sure that your company works to increase diversity in the workplace right from the very beginning. Ensure that your recruitment process promotes Diversity and remains unbiased,

Diversity at the workplace 

Diversity in the workplace refers to an organization that intentionally employs a workforce comprised of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes. Diversity in the workplace leads to a plethora of benefits – both from an internal and external perspective. However, that doesn’t mean implementing diversity initiatives at work isn’t without its unique set of challenges.

 Diversity in the work environment promotes acceptance, respect, and teamwork despite differences in race, age, gender, native language, political beliefs, religion, sexual orientation, or communication styles among employees.

There are many benefits to having a more diverse workplace. Process and product innovation results from having employees from a wide variety of demographics and backgrounds. When different minds come together to achieve a common goal, the result can be monumental. In fact, it has been reported that companies that practice diversity and inclusion in the workplace outperform other non-diverse companies.

BENEFITS OF DIVERSITY AT WORKPLACE

1. New perspectives

When you hire people from diverse backgrounds, nationalities, and cultures, you’re bringing a fresh array of perspectives to the table. This can lead to benefits like better problem solving and increased productivity. The idea of bringing new perspectives into the company can feel intimidating for some hiring managers. People may fear potential awkwardness or the introduction of unpopular opinions. But the research should put your mind at ease, which shows that diverse teams see a 60 % improvement in Decision making abilities.

2. Wider talent pool

Employees are no longer simply seeking a 9-5 job that pays well. They’re looking for space where they can grow, feel accepted, and be challenged. That’s why a company that embraces diversity will attract a wider range of candidates who are looking for a progressive place to work. As a result, diverse companies are more likely to attract the best talent. That’s why embracing diversity in background, thought, ethnicity, and other factors are key to finding good hires.

 3. Acceptance and Respect

A fundamental value that contributes to a successfully diversified workplace is respect among workers and employees. When there is a lack of acceptance of the diverse culture and beliefs among employees, conflicts may arise. Sometimes, this conflict turns to animosity and may even effectuate situations of violence. When employees accept the differences between each other, it results in a sharing of ideas and effective collaboration. Acceptance fosters mutual respect and prevents conflicts from arising. Diversity training will help employees understand, accept, and respect each’s other’s differences.

4. Accommodation of Beliefs

Diversity in cultural, spiritual, and political beliefs can sometimes pose a challenge in a diverse workplace. Employees need to be reminded that they shouldn’t impose their beliefs on others to prevent spats and disputes. They also need to make sure to keep their ethnic and personal beliefs independent of their work responsibilities and duties.

5. Ethnic and Cultural Differences

Issues from ethnic and cultural differences are still present in the workplace. There are still some individuals who hold prejudice against people who have different ethnic, cultural, and religious backgrounds as their own. This prejudice and discrimination should never be tolerated in the workplace (or anywhere else). Internal company policies with clear and objective regulations should be put in place to prevent employees from demonstrating prejudice. Cultural sensitivities training and diversity awareness programs in the workplace can help address this issue.

6. Gender Equality

According to a recent survey, people believe that both men and women will hire men over women. Additionally, men earn higher base pay than women. In recent years, there has been an influx of women in the workplace. Employers need to prevent gender discrimination and maintain equality regarding hiring, salary, opportunities, and promotions.

 7. More innovation

Workplace diversity leads to innovation. If you think about it, the correlation makes sense. If you have a homogenous group of people, chances are that everything – from their thought patterns to life experiences to problem-solving skills – are likely to be similar as well. And sameness doesn’t lead to creative solutions. On the other hand, a heterogeneous group of employees will contribute unique perspectives that can lead to breakthroughs in thought. It’s the same reason why companies go offsite for important strategy meetings, or why a change in pace can help you solve that problem you’ve been stuck on for days. New circumstances and environments are known to spark fresh ideas.

 8. Better employee performance

Diversity and inclusion go hand-in-hand. When you create a work environment where employees see a representation of a variety of cultures, backgrounds, and ways of thinking, they’re more likely to feel comfortable being themselves. This, in turn, leads to happier, more productive employees. On the other hand, research has found that a strong homogenous culture can enhance natural cognitive diversity. due to the pressure to conform. If employees don’t feel like they can be themselves at work, they’re more likely to fear rejection and not produce their best work. 

9. Increased profits

There are many studies that show diverse teams simply perform better and, as a result, bring in more profits. Additionally, those in the top quartile for gender diversity were more likely to have returns above the industry mean. Clearly, diversity pays off.

CHALLENGES OF DIVERSITY IN THE WORKPLACE

1. Aligning diversity practices with unique organizational goals

Implementing diversity in the workplace is a huge commitment, and there’s no handbook you can just “borrow” from another organization. Every company has a unique set of goals, and your diversity practices must align with them to be successful. This means taking into account the specific culture you have in place and figuring out where you want to go.

2. Moving from design to implementation

You can design the most thoughtful and detail-oriented diversity program. But if there’s nobody to carry them out, then it serves no purpose. That’s why you need to make sure you have the team, support, and resources in place to move your diversity initiatives from design to implementation. Secure leadership buy-in so you have support moving forward, and make sure your team is on board and ready to take action.

3. Training management

Diversity doesn’t happen in silos – it requires the cooperation of everyone at the organization in order to be successful. In particular, managers are hugely influential in how these initiatives are carried out. That’s why it’s important to invest in management training to help them understand what the company’s diversity goals are, why they’re important, and what’s expected of them when they interact with employees. It only takes one person to display insensitive or non-inclusive behavior to taint the company’s culture and an employee’s experience. 

 4. Ethnic and Cultural Differences

The racial spectrum is changing in Western Countries each year as more people emigrate to these countries from around the world. Unfortunately, there are some individuals who harbor unfair prejudices against people who are different from them in some way — whether it’s racial, faith, age, or other. These intolerances cannot, and must not, be accepted in a professional work environment.

5. Differences in Language and Communication

Embracing diversity can be more difficult when there are differences in language and communication. Although in most the most commonly spoken language is English, the number of people speaking other languages are increasing.

6. Generational and Age Differences

Each year, new workers are entering the workforce while others are retiring. This denotes a huge shift in the workforce, often resulting in showcasing key distinctions between the different generations, as well as different perceptions among each group. To maintain teamwork and collaboration, create an open communication culture within your organization to help bridge the gap between generations.

7. Respecting and Accepting the Differences of Others

A particular issue that arises in workplaces is dealing with social or cultural differences. Part of this may stem from a lack of understanding or respect. Examples of this can include refusal by an employer or manager to allow an employee observe their faith by taking time off for any faith-related holidays, or discrimination against a gay or lesbian employee because the manager or another employee disagrees with their lifestyle.

8. Physical and Mental Disabilities

Often, disabled employees have a difficult time navigating through their workplace because proper accommodations as simple as wheelchair ramps are not available.

Have procedures in place for people with physical or mental disabilities. Some companies have a “quiet room” so that when employees start to feel anxious, they can use that room to ease their anxiety. Be supportive to your disabled employees and avoid discriminatory or derogatory remarks. Ensuring a fair and comfortable work environment for employees with physical and mental disabilities helps successfully create a more diverse workforce.

SOLUTIONS FOR DIVERSITY-RELATED WORKPLACE CHALLENGES

1.Developing, Communicating, and Adhering to Organizational Policies

One way of dealing with some of the issues that stem from diversity in the workplace is to review existing company policies and training, and develop and implement new ones that are relevant to the specific issues at hand, if needed. This can help diversity leaders establish a culture of acceptance within an organization. Providing Employee Diversity Training Relating to Those Issues. Training Programs can benefit an organization in a number of ways, including increasing productivity, retention, and engagement. Trainings can be offered as stand-alone programs or the lessons from them can be integrated into other initiatives. Additionally, creating opportunities for employees to mentor one another and collaborate and engage daily on different projects is another great way to help bridge the gap. 

2. Holding People Accountable for Their Actions

As with any policy, non-compliance with diversity policies by employees or managers needs to be addressed quickly and efficiently. As such, part of this process means providing potential victims of sexual harassment, prejudices, and discrimination a channel through which to report abuses without fear of retribution. If any inappropriate behaviors are addressed between the involved parties but the behaviors continue, more severe disciplinary actions should be taken. Regardless of how people personally feel about working with others who differ from them in some way, a workplace is a professional environment and needs to be treated as such by everyone regardless of rank or title.