Embracing diversity for organizational success: Endorsing inclusivity for cultural change
(Source: Deputy, 2020)
In this blog, we will discuss how diversity in the workplace can
bring about a positive culture within the organization and try to connect the relevant
HRM theories that may aid us in this endeavour.
How
diversity can drive towards success
According to a study by Deloitte, companies that prioritize
diversity and inclusion have a more positive work culture and are better able
to attract and retain top talent (Diversity and Inclusion: The Reality Gap, 2017). This is
because employees are more likely to be engaged and committed to a company that
values their unique perspectives and experiences.
Positive
culture & Organizational growth
A diverse workplace can bring about different ways of thinking and problem-solving. According to the theory of cognitive diversity, having a diverse team can lead to more innovative and creative solutions (Hong and Page, 2004). This is because a team made up of individuals with different backgrounds and perspectives are more likely to approach problems from different angles and find new and unique solutions.
Another theory that relates to establishing positive culture through workplace diversity is the social identity theory. This theory suggests that individuals derive their self-esteem and identity from the groups they belong to (Tajfel and Turner,1986). By creating a diverse workplace, employees are able to feel a sense of belonging to a larger group, which can lead to increased motivation and productivity.
(Source: Potential,2018)
References:
Diversity and inclusion: The
reality gap. 2017 Global Human Capital Trends (Deloitte, 2017) [Online]. Available at https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2017/diversity-and-inclusion-at-the-workplace.html
[Accessed on 10th April 2023]
Hong, L., and Page, S. (2004). Groups of diverse problem solvers can outperform groups of high-ability problem solvers. Proceedings of the National Academy of Sciences, 101(46), pp.16385-16389 [Online]. Available at https://doi.org/10.1073/pnas.0403723101 [Accessed on 10th April 2023]
Tajfel, H., and Turner, J. (1986). The social identity theory of intergroup behavior. Psychology of Intergroup Relations, pp.7-24 [Online]. Available at https://learning-theories.com/social-identity-theory-tajfel-turner.html [Accessed on 10th April 2023]
Much needed topic and Thanks for this article. Diversity and Multicultural Environment at workplace brings so many values to all the principles of HRM.
ReplyDeleteThank you for your comment Rifak!
DeleteHi Hashmath, your blog post provides a good overview of the benefits of diversity in the workplace, if you would permit me, I think it could have been strengthened by providing more specific examples as well as addressing some of the potential challenges in implementing D, E & I in the organizations.
ReplyDeleteFor example, per the website Country Navigator (2022), potential challenges would include increased conflict due to different values and beliefs and employees may find it difficult to relate to their colleagues. Some employees may feel that their “status quo” has been threatened because they have been taken out of their comfort zone and placed in a diverse environment. Lastly, it can lead to mismatched expectations as expectations around leadership, responsibility, and decision-making may differ across cultures leading to potential misunderstandings.
Some of the ways in which HR leaders could mitigate these issues is by communicating the context for the D, E& I program, the role all employees play in advancing it and the outcomes it is intended to achieve, furthermore they can foster empathy by engaging in activities as awareness programs on the subject of diversity and inclusion as well as encouraging employees so actively participate in these programs and sessions.(Rai & Dutkiewicz, 2022)
All the best! - Nithila
References
Country Navigator (2022) ‘What are some of the challenges of workplace diversity?’, Country Navigator, 25 August. Available at: https://www.countrynavigator.com/blog/what-are-some-of-the-challenges-of-workplace-diversity/ (Accessed: 10 April 2023).
Rai, T & Dutkiewicz, C (2022) DEI Efforts: How to Deal With Pushback and Obstacles (no date) Gartner. Available at: https://www.gartner.com/en/articles/how-to-navigate-pushback-to-diversity-equity-and-inclusion-efforts (Accessed: 10 April 2023).
Very much appreciate your thoughtful feedback and insights, Nithila. You bring up several crucial concerns regarding the difficulties and disadvantages that could arise from adopting D, E, and I programs in organizations.
DeleteI agree that providing specific examples of these challenges and addressing them in the article would have strengthened the discussion. If time permits, I will try to address these areas in the next article.
Thanks for your feedback, I'm glad you found the article helpful.
ReplyDeleteThe article presents an intriguing perspective on the importance of embracing diversity for achieving organizational success. It emphasizes the need for companies to make a sincere and long-term commitment to creating an inclusive workplace culture that values and respects all employees, regardless of their backgrounds or experiences. The many benefits of diversity and inclusion, including increased innovation and problem-solving capabilities, and emphasizes that promoting diversity is not only a moral imperative but also a smart business decision.
ReplyDeleteI appreciate your thoughtful feedback, Hadhil. I fully agree that embracing diversity and encouraging inclusiveness in the workplace is not just the right moral choice of action, but also a wise business decision.
DeleteRecruitment diverse workforce injects personality into an organization's culture. But diversity is just one part of the equation. Equality and inclusion are important too, they build a strong organizational culture. This is number of things, means in your company you have to encourage people of different cultural background and lifestyles to collaborate in a supportive environment. Is it easy or difficult? What are the solutions can we plan for it?
ReplyDeleteYou're absolutely right! Diversity is important, but not the only aspect of a strong organizational culture. Equality and inclusion are equally crucial. Encouraging collaboration among diverse backgrounds can be challenging yet rewarding. Solutions include promoting diversity through policies, training, open communication, and employee resource groups. It requires commitment, but the benefits are worth it.
DeleteA well written blog! Embracing diversity and inclusivity is not only the right thing to do, but it is also critical for organizational success. By valuing and respecting differences among employees, organizations can build a stronger, more innovative, and more engaged workforce.
ReplyDeleteHi Chathura! Appreciate your recognition of the importance of embracing diversity and inclusivity in the workplace. Valuing and respecting differences among employees can indeed lead to a stronger, more innovative, and more engaged workforce, ultimately contributing to organizational success. Your appreciation of these points is greatly valued.
DeleteAs AI usage has increased, lawmakers and regulators concerned about the technology's fairness and ethical implications have paid more attention to it (Zielinski, 2022). The main concern is an absence of transparency in the manner that numerous artificial intelligence vendors' tools operate — to be specific that too many actually capability as "black boxes" without an effortlessly understood clarification of their inner operations — and that AI calculations can sustain or try and fuel oblivious predisposition in recruiting choices.
ReplyDeleteIt is very possible to mitigate bias in algorithms. Although it may be impossible to remove bias from the human brain, it is very possible to do so in algorithms. Therefore, the most important method is auditing algorithms.
Totally agreed, Pham! Transparency in AI operations is crucial to address concerns about fairness and ethical implications. Mitigating bias in algorithms is possible through auditing methods, even though removing bias from the human brain may be challenging.
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