MANAGING DIVERSITY

The Dynamics of Managing Diversity

The Dynamics of Managing Diversity

Introduction

The composition of the workforce has changed dramatically in recent years because of the social, cultural and economic factors. The incorporation of women, the mobility of workers, new technologies, migration and advancement social rights are just some of the factors that have radically changed the nature of the workforce in every state and country. One of the most notorious consequences of these changes has been the shift in work force composition with people of similar backgrounds and demographic characteristics, whereas, others are defined by their diversity. Diversity management have become a necessity to compete in the modern world and current global environment. However, one cannot deny the fact that people from different backgrounds may be more likely to create conflicts such as inter-generational problems and gender related issues.

Answer 1

Diversity Management is the way in which organisations or companies establish their policies in order to get the maximum benefit from the diverse composition of the human group and workforce. It involves a combination of activities that promote non-discriminatory practices and positive actions that capitalise on differences in background, knowledge and skills.

According to a study by the Directorate General for Employment, Social Affairs and Equal Opportunities of the European Commission, the three main reasons for the business sector to promote diversity management includes: a) Economic reasons, such as improved performance, access to groups of customers, improving brand; b) Compliance with the law; c) Social responsibility. In case of non profit sector, an additional motivation may be to build models of participatory organization which targets people progressively encourage them to take decisions about their own process, activities, projects and services associated with entire organization. It also seems consistent with the business code of ethics to make a special effort to integrate people who have been recipients of the services and people with, disabilities, women, youth, immigrants as partners, supporters, volunteers and professionals, thereby ensuring equal participation at different levels of qualification and responsibility (Anon, 2006, pp. 25).

There are many factors that determine diversity, including the aging population, immigration, cultural trends, incorporation of women into the labour market and promoting the employment of disadvantaged people, among others. Many companies understand the diversity management as one of the factors for improving productivity.

It is important to distinguish between primary and secondary dimensions of diversity. Primary dimensions are features that should be seen as core values of the person: age, sex, physical and psychological characteristics and religious beliefs (White, 2008, pp. 20-33). Secondary dimensions include, among other things, the level of studies, skills and professional experience, the ability to communicate effectively and the expertise and talent in managing conflicts. The actions on the primary dimensions are oriented primarily to raise awareness and promote changes in attitude and behaviour. On the other hand, secondary dimensions require positive actions to create opportunities, and measures to support and encourage, people and groups, to seize these opportunities (Selalmatzidis, 2001, pp. 45-46).

It has become a pressing need for businesses to properly manage ...