Strategies for managing diversity in the workplace pdf

1.1 Interculturalism and diversity in the workplace An intercultural workplace is one where the employer takes account of diversity and plans for the increased cultural and ethnic diversity that arises from the employment of migrant workers and all minority ethnic workers. The development of an intercultural workplace policy should be seen as Here's a quick look at some of them: Innovation: One of the most positive effects of diversity is the boost it provides to innovation at the workplace. Diversity encourages employees to learn from others and share ideas by brainstorming and sharing experiences. It also makes them more receptive to trying out new things thus increasing the diversity in the South African workplace, whether in the clinical set­ ting or otherwise. Just what is meant by cultural diversity presents its own set of theoretical complexities and prob­ lematic. Culture as Problematic A number of authors bemoan the con­ fusion often made between managing diversity and managing culture (Fitzgerald 1997:1 Approaches and Strategies for Managing Diversity Manager's ability to recognize cultural diversity and its potential advantages and disadvantages defines an organization's approach to managing that diversity. Adler (2002) identified three approaches to manage the diversity like Parochial, Ethnocentric and Synergistic. Below, 15 Forbes Human Resources Council members share strategies for managing and achieving true diversity and inclusion in the workplace. Forbes Human Resources Council members share ways to Abstract. Diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued. The literature on diversity management has mostly emphasized on organization culture; its impact on diversity openness; human resource management practices; institutional The following inclusion strategies apply to the workplace as a whole. 4. Educate company leadership There are two reasons why C-level leadership and management should attend diversity and inclusion workshops: firstly, it's one of the least diverse areas of work, dominated by white males. Managing diversity in the workplace presents a set of unique challenges for HR professionals. These challenges can be mitigated if an organization makes a concerted effort to encourage a more heterogeneous environment through promoting a culture of tolerance, open communication and creating conflict management strategies to address issues that We present two individual-level strategies that facilitate inclusion and the benefits of diversity: psychosocial support and confrontation. Psychosocial support involves listening to and reflecting Mazur (2010) additionally mentions that a cultural diversity workplace reflects on the changing marketplace and the world. Sharma (2016) explained six reasons for having a diverse workforce, such as, 1). Improved understanding of customer base, 2). Increased productivity, 3). Greater innovation and creativity, 4). • Leaders and Managers must Create a Strategic Plan to Develop Diversity Initiatives Throughout the Organization Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization's functions and purpose. • Employees' Views and Involvement are Key to the Success of Diversity Ini