Workplace diversity is the term used for the workplace composed of
employees with different characteristics, such as sex, gender, culture,
religions, professional backgrounds, abilities and educational background.
Inclusion, on the other hand, means that every individual should have an
equal opportunity to access, resources, opportunities, or any other treatment
based on the qualities that make them unique.
Objective of workplace diversity and inclusion
Is to create a work environment which is inclusive and accepting of employees
from all backgrounds to feel comfortable and work together effectively.
When we talk about inclusive in workplace it means that each and every
employee are treated fairly and equally regardless of their sex, gender,
culture, religions abilities etc. when it comes to promotion at work place, we
ensure that the employees get promoted based on what the employee
deserved-if the policy clearly indicates that promotion within the organisation
will be based on employee performance, and promotion will be effected with
5% increment this should apply to all the employee in the organisation who
are governed by the policy. Not to specific employees.
There is this case of John and Zaida-they were in different departments but
having the same level-both were officers under the same grade and both have
performed as per the expectation.- they have achieved their key performance
Indicators. So John was promoted to a supervisor position with an increment
of 5% as per the policy has indicated and Zaida was promoted to a supervisor
position with no Increment-This is where the gap is. The policy was applied to
John only and Zaida was excluded although she was promoted but the salary
was not effected-meaning, the organisation is not fair with the case of Zaida. –
There is lack of inclusive here. Now looking at this situation, is it because
Zaida is a female employee, a Muslim, or there is a budget constraint issues
that is why her part of the salary increment was not effected:-this question will
come into once mind automatically.- if that budget is an issues then put them
all on hold then effect that once there is money for both of them.-and to make
the process understandable if its budget issues, communicate to them clearly
let them know that, their performance is outstanding and they qualify for
promotion and an increment of 5% increment according to the policy, but
since there is budget constraint, the organisation will only effect the promotion
and the increment will be effected in the next financial year,-this will motivate
the staff that there hard work have been valued and respected and will avoid
conflict that might a raise between the two.
Accepting employees from all background to feel comfortable and work
together effectively;- talking about accepting employees from all backgrounds
to feel comfortable and working together effectively. –We are meaning having
employees with different cultural background, educational, and experience.
Cultural diversity in the workplace is seen through different lengths, covering
ethnicity, race, gender, age, religion, and language. Employees bring with
them different cultural practices, communication styles, work ethics, and
problem-solving approaches. For Instead communication styles-Some
cultures are more self-oriented, while others are more other-oriented.-in most
of their statement you will hear the word I, I have finished the work, I did the
work etc., and the ones who are more into others, have words like you did the
work, they finished the work, etc. Some cultures, eye contact is a sign of
respect and attentiveness, while in others it may be considered as
confrontational-like in my culture blinking eyes is consider an abuse during
conversation. And in other culture blinking the eyes means an agreement.
Problem-solving, people have different approach of solving problem there are
those who involve group agreement and consensus when it comes to problem
solving. They often collaborate, seek input from others, and considers the
group’s needs. This can lead to solutions that are more inclusive and take
multiple views into account.
There are those who focus on personal self-rule and individual responsibility.
Problem-solving tends to be more analytical and competitive, with an
emphasis on personal creativity and innovation. This can raise creativity but
might overlook group dynamics.-This remains me of a short course I took on
strategic human resource we were give a case to solve as a group, but the
group leader is more in to his idea, any idea given by a group member is not
correct according to him, his ideas are the correct ones and in all his
explanation he refers to my work, what I do, how I solved the problem. So all
the group member gave him the room to give his idea and explain himself
according to his understanding, yes, we got some ideas from him but he never
learn from us, how we were doing ours. And to avoid clash that might arise,
we all accepted his idea and ask him to present for the group-Understanding
these cultural differences in problem-solving can help individuals to better
understand their own approach and the approach of others. Additionally, it
could help to be aware of possible misunderstandings or conflicts that may
arise from different ways of solving problem. It may also be helpful to adapt
one approach to better align with the cultural context in which a problem is
being addressed.
Importance of workplace diversity and inclusion
Retention.-encouraging diversity and inclusion at workplace can increase the
level of retention at workplace especially when inclusive is put in place were
employee are treated fair and equal at workplace, and everyone is welcomed
based on their unique characteristic that allows the organisation to achieved
his goals, when it mean having promotion for good performance of employees
with an increment, this should apply to all the employee that performed to the
expectation.- where employees fill not welcomed and no fairness and equality
is considered then the employee may easily leave to find a place where
everyone is welcomed.
Reduces workplace conflicts.
Workplace conflicts are unavoidable. When there is a lack of acceptance or
respect between employees, disputes tend to occur. When the other
employee fill that they are treated different from other employees- like the
case of John and Zaida where John was promoted with an increment and
zaida was promoted with no increment- definitely there will be conflict with the
two, John will have the feeling that his work is respected and valued, while
Zaida will feel her work is not respected and valued since she is a Muslim or
because she is just a female employee. However, expressing a culture of
common respect in a workspace significantly reduces the chance of a conflict
occurring. For this, you must stand-in a space that takes inclusive awareness
seriously. By practicing open equality and fairness in conjunction with truly
accepting and supporting diversity within the workplace, conflict can be
reduced or avoided entirely.
Broader range of skills and knowledge
Employees from diverse backgrounds often possess a wide array of skills,
knowledge, and expertise. This diversity of talents allows organizations to tap
into a bigger collection of capabilities, enhancing their ability to adapt, learn,
and excel in different areas. For instead, some people are gifted with the skills
of writing, solving problems and others are quick learn.-this can help the
organisation benefit from by saving money, – an employee may be good at
problem solving but weak at report writing, – Here you introduce on job training
by pairing the employee with an employee who is good at report writing to
take a training-this will save the organisation from the expense of sending this
employee for training.
Improved problem-solving
Diverse teams can effectively handle difficult problems. Different backgrounds
and experiences offer alternative approaches to problem-solving, resulting in
more strong and effective solutions. Different views challenge assumptions
and encourage critical thinking.-like the case given to us to solve as a group,
that group comprised of different people with different background, culture and
expertise.-since there was already problem in the group with the group leader
who was dominating the group with his idea and considering his ideas are
correct, the group members already identified an issues which if it’s not
control it will lead to conflict within the group so to avoid the conflict, the
members had to give him the room for his idea since he believe he is
experience. This comes with understanding that people are brought up
differently and understanding and accommodating people for who they are
can avoid a lot of problem.
How to adopt diversity and Inclusion in the Workplace
Senior leadership should embraces diversity and Inclusion and this should be
incorporated in to the organizational culture, you cannot go for something
without embracing it.- Not only does organizational culture start at the top, but
diverse leaders will help write diversity directly into the organization’s
objectives, keeping it at the forefront of its values. Leaders who embrace
diversity also understand that diversity must be proactive and continuous.-
once the management received a complaint about sexual harassment, the
management should immediately conduct a sexual harassment training to the
staff. –some staff may not know what behavior is considered as sexual
harassment.
Code of Conduct, Organizational policies and practices should be offered to
all workers at all times. The code of conduct should be updated regularly and
should outline an oragnsiational’s approach to diversity and inclusive. Be it,
supervisors or co-workers, no one should feel they have the freedom to
discriminate on any grounds.
Provide diversity and inclusion training Sometimes employees behave
insensitively towards their colleagues not because they want to be mean or
discriminatory, but simply because they do not know any better.
Promote open communication and dialogue to overcome behavioral
resistance, improve understanding and gain acceptance of diversity as a
cultural norm.
In conclusion
Organizations, should have a policy in place that govern employees, on
diversity and inclusion, and should clearly point out the approach to solving
problems within the organisation, promotion and what behaviors are required
out of the employees, this policy should be given to each employee on the day
they join the organisation.-and Managers should always have that as a
reference towards any decision they take on their subordinates.-this will save
the organisation from the issues of employees turnover, departmental and
inter departmental conflicts.