groupwork15

[groupwork15]

Diversity in the workplace

The goal of this blog is to explore some of the factors motivating people to employ a diverse workforce and a few of the advantages that could be derived from the latter. In a TalentLyft blog, in 2018, Anja Zojceska mentioned that “[d]iversity in the workplace means that a company employs a wide range of diverse individuals”. She further adds that employees should include people of “varying gender, age, religion, race, ethnicity, cultural background, sexual orientation, religion, languages, education, [and] abilities” among other differing “characteristics” (Zojceska, 2018).

It is believed that some establishments recruit a diverse workforce to respect two of the key components of international human rights law - equality and non-discrimination (United Nations, n.d.). However, others simply do so in order to uplift their reputation or to enjoy the “immediate and tangible benefits related directly to [their] company’s bottom line” (Zojceska, 2018). Zojceska’s view is supported by the Chartered Institute of Personnel and Development (CIPD), which mentioned in 2008 that “[their] research reveals powerful examples of organisations building a diverse workforce that has a positive impact on their effectiveness, adaptability and understanding of their customer base, and ultimately on their bottom line” (CIPD, 2008; Hamdani & Buckley, 2010).

Myriads of journal articles such as “The Psychological Benefits of Creating an Affirming Climate for Workplace Diversity” by Chrobot-Mason and Aramovich (2013) and “Fostering Diversity and Inclusion in the Accounting Workplace: Benefits, Challenges, and Strategies” by Goldberg, Kessler and Govern (2019) mention common benefits of a heterogeneous staff. For example, both articles mention a more “creative” and “innovative” personnel due to the varying experiences and viewpoints of the employees; greater retention since the staff can sense equality and justice prevailing in the workplace; increased “competitive advantage” and higher profits due to a more resourceful manpower; and increased “cognitive resources” or “talents” to engage in problem-solving. Nevertheless, it should not be forgotten that “[w]orkforce diversity influences also the individual well-being of the employees” since “employees may find it pleasurable to work in plants that are comprised of heterogeneous workforce” (Ilmakunnas, P., & Ilmakunnas, S., 2011). Hence, diversity can make the workplace feel safer.

[groupwork15]

The Psychological Benefits of Creating an Affirming Climate for Workplace Diversity

By Donna Chrobot-Mason, Nicholas P. Aramovich

First Published October 31, 2013 

[groupwork15]

Fostering Diversity and Inclusion in the Accounting Workplace: Benefits, Challenges, and Strategies.

Authors: Stephen R. Goldberg, Lara L. Kessler and Merribeth Govern

Date: December, 2019

[groupwork15]

Diversity at the Workplace: Whom Does it Benefit?

Author: Ilmakunnas, Pekka; Ilmakunnas, Seija.

Date:  June, 2011

[groupwork15]

Diversity goals: Reframing the debate and enabling a fair evaluation

Authors: Maria Riaz Hamdani and M. Ronald Buckley

Date: 24 August 2010.

[groupwork15]

Other Benefits

Image by Lara Antal © The Balance 2020

Retrieved from: https://www.thebalance.com/cultural-diversity-3306201