How to Manage Diversity in Workplace
- Details
- Hits: 17917
Managing Diversity in the Workplace
Diversity is a challenging issue in the organization even as businesses open their doors to the world, and the definition of the term expands out of the common. Societies are composed of people from different backgrounds with different beliefs and practices, and all must be able to deal with the differences. The various persons with the different practices comprise of the teams within organizations challenging leaders to address the differences within their units (Curtis & Manning, 2015). A diverse leader must be patient and show interest in learning the differences expressed by the people in a more flexible manner. This is a universal aspect of cultural ability and the interest of learning why people do things the way they do for the benefit of the groups.
The video under review gives presentation in managing diversity at the workplace by Bobby Siu (Siu, 2015), the president of Infoworth Consulting Company. Speaking at a strategic capability network event, the speaker is clear that diversity management has existed for decades and companies are developing more interest in doing more under diversity management. The demographic shift has affected the whole world and acted as a force for the companies to spot the aspect of diversity and need for its awareness at the workplace (Curtis & Manning, 2015). Businesses are increasingly opening their doors to the global business environment, and most companies are multinationals hence they stand to benefit from diversity management.
With the need of expertise that can be found in different people from different areas, managing diversity will encourage people to apply for jobs in those companies offering opportunities. This brings a pool of talents that companies can choose on and helps in extracting knowledge from the diverse backgrounds (Siu, 2015). Establishing leadership that appreciates diversity to provide proper direction to the rest of the organization provides for accountability framework to monitor and measure the differences to streamline it with the organization.
Communication, training and creating awareness is necessary in attitudinal and the mindset change of the people regarding diversity within the groups. Organizations need to place each of the actions concerning the management of diversity into progress to transform into the idea as extra diversity management (Siu, 2015). The employee mindset and preference are important and making identification of this within them helps in knowing the employees and ensures that the processes are customized appropriately (Curtis & Manning, 2015). It is important that organizations will be appreciated with their differences and get to explore the body comfortably delivering to the organization through their unique skills.
Diversity has been in existence since the ancient times, and with the opening of the global business platform, and cutting across regions of different backgrounds, diversity becomes a reality. Companies in the recent times maintain operations across different countries and (Siu, 2015), knowing the differences of the stakeholders within business environments is critical for the success of a company. As leadership differs across regions, it is essential for adjustments that will see the command to act as an extraordinary faculty of appropriate direction for company employees. Having appropriate diversity management techniques and commitment to the values benefit an organization and helps in trapping different talents from the diversified workforce.
The video was presented efficiently and the one on one interaction between the speaker and interviewer made it clear to explain some common points that discuss the topic. It was evident that English is not the first language of the speaker, but the level of clarity in the speech made it possible to understand the presentation (Siu, 2015). The strength of the video lies in the clarity of voice, video image, points discussed, and the clarification of points presented by the speaker. The intended audience are the viewers of the television station that interviewed the speaker, and with the openness and clarity of the points, the video is relevant for peers.