DIVERSITY

Diversity



Diversity

What is diversity? Discuss the differences between a diversity approach and an equal opportunities approach to organisational human resource management.

The term diversity is used to illustrate how individuals differ by gender, ethnicity, age, physical abilities, lifestyle, and religion. According to Giovannini (2004), diversity is defined as any dimension that can be used to differentiate groups and people from one another, in which these dimensions can be visible or invisible. Workplace diversity incorporates the meaning of diversity within a workplace setting. Hazard (2004) defines workplace diversity as a broad range of differences that influence how people interact and achieve business results. Workplace (also called workforce) diversity can be characterized as an organization or workplace, in which employees possess distinct elements and qualities, differing from one another. These different elements include employee's beliefs, values, and actions that vary by gender, ethnicity, age, and physical abilities. Managing these elements can create a gamut of staffing-related issues that contribute to culture and diversity in the workplace.

Previously, organizations were driven towards creating a homogenous workforce in which workers behaved and thought alike. “Today's managers and supervisors are looking at a workforce that is somewhat different from those faced by their predecessors” (Wigglesworth, 1997, p. 18). This occurrence is now a trend of the past. Workplace diversity is now recognized by organizations as a catalyst for creating a competitive advantage. Organizations have the opportunity to utilize a vast array of knowledge, skills, and abilities found in diverse work environments. As a result the contemporary workforce is viewed as one of higher quality. Therefore, it is pertinent that organizations recognize and manage workplace diversity (Fisher, Schoenfeldt, and Shaw, 1999).

“Managing diversity is based on the assumption that diverse groups will create new ways of working together and that morale, profit, and productivity will increase” (Sadri and Tran, 2002, p. 228). These authors state that managing diversity includes building specific skills and creating policies that augment the best work behaviors and attitudes from each employee. Managing workplace diversity has become a major focus in many Human Resource departments. “To meet the demands of today's technologically advanced society, organizations must rethink what diversity means and how the concepts of developing, valuing, and managing a truly diverse organization must transcend traditional strategies” (Easley, 2001, p. 38).

Human resource management allows HR departments to strategically utilize personnel, in a manner that will meet the demands of society, through improvements in the organization's productivity and performance. In the role of managing diversity human resources must be aware of issues and components that may impact this role. Several components are included in managing workplace diversity. One of the main components is equal employment opportunity. Equal employment opportunity entails the treatment of employees in a fair and impartial manner, in all aspects of employment. Equal Employment Opportunity (EEO) regulation includes legislation and policies that enforce fair and impartial treatment of employees. The Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs are agencies that are responsible for enforcing legislation and ...