Workplace Diversity

  • What are strategies that companies have implemented or should consider implementing to effectively address the challenges and opportunities of workplace diversity?
  • Refer to a best practices model of at least one organization in any industry that has successfully implemented an innovative diversity program, which can be modified and replicated on some level

Workplace Diversity

Diversity at the workplace encompasses the different aspects envisioned in the workforce (Gotsis & Kortezi, 2015). Some of the aspects include age, gender, race, and ethnicity. Businesses require strategies to handle the diversity in the workplace thus improving and increasing the production and profits respectively. In the paper, I will answer two questions pertaining to the strategies companies implement or should implement to address the opportunities and challenges resulting from workplace diversity, and an example of a practice that other businesses can replicate and modify to implement innovative diversity programs. Addressing the problems arising from workplace diversity should be a priority for modern-day firms or companies due to the increasing levels of globalization.

Several strategies that companies should implement or are already implementing to address the opportunities and challenges arising from workplace diversity include the Utilization of diversity training; Fostering attitudes of openness; Promotion of diversity in managerial positions; Warding off change resistances using inclusion; and Launching customizable workforce satisfaction surveys that provide comprehensive reporting (Lambert, 2016). The mentioned strategies are just a few of the numerous applicable strategies that companies apply to handle workplace diversity. The utilization of diversity training helps businesses in shaping their diversity policies thus ensuring each employee understands workplace diversity. Fostering attitudes of openness in the companies helps in promoting employee openness to opinions and ideas thereby creating an environment where each employee feels valued by the business. The promotion of diversity in managerial positions creates an environment where the benefits and visibility of workplace diversity are evident thereby creating a sense in the employees that no particular aspects arising from diversity are at play during enrollment or application. Warding off change resistances using inclusion ensures each employee is involved in the formulation and execution of diversity initiatives thus eradicating the sense of alienation at the workplace. Launching customizable workforce satisfaction surveys that provide comprehensive reporting ensures that companies have realistic statistics before the implementation and design of successful diversity in the policies applicable to the workplace.

The Coca-Cola Company implements a diversity program that is replicable or modifiable at some level by other businesses; the diversity program of the company entails fairness and inclusion in all the business’ aspects (“Global Diversity Mission,” 2015). Coca-Cola further considers diversity as a concept encompassing all business operations and not just the practices and policies. Involving all the stakeholders in the assessment of workplace diversity makes it easier for the company to determine the obstacles and challenges present thus aiding in the redesigning or elimination of some of the existing policies concerning diversity. Additionally, the company can reassess the applicable policies and strategies to determine its success in the industry due to the implementation plans adopted. Coca-Cola is a global business operating in regions harboring diverse populations, and its adoption of diversity programs ensures it remains a leader in its niche of operation. Other firms can replicate or modify the diversity program used by Coca-Cola to eradicate cases of workplace diversity.

Conclusively, one of the key forces leading to the rise of workplace diversity is globalization; many companies are hiring employees from different backgrounds, genders, ethnicity, races, and ages. A business’ primary goal is to realize maximum revenues and promote employee satisfaction at the workplace. Coca-Cola is one business that has successfully implemented workplace diversity programs that other firms can replicate or modify to suit their needs. Most companies implement various strategies such as the utilization of diversity training, fostering attitudes of openness, promotion of diversity in managerial positions, warding off change resistances using inclusion, and launching customizable workforce satisfaction surveys that provide comprehensive reporting.

References

Global Diversity Mission. (2015). The Coca-Cola Company. Retrieved 27 October 2016, from http://www.coca-colacompany.com/our-company/diversity/global-diversity-mission

Gotsis, G., & Kortezi, Z. (2015). Workplace Diversity: A Resource or a Source of Conflict?. In Critical studies in diversity management literature (pp. 1-12). Springer Netherlands.

Lambert, J. (2016). Cultural Diversity as a Mechanism for Innovation: Workplace Diversity and the Absorptive Capacity Framework. Journal of Organizational Culture, Communication and Conflict20(1), 68.

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