Implementing an environment of diversity remains a challenging task despite the fact that significant steps are being taken in response to the various cases against diversification. Although there are possibilities that different societies realize what to gauge, the procedure to be used is still yet to be determined. Innovativeness and efficiency of groups, as well as development, might be complicated to quantify. This paper will discuss various areas of estimation that might be considered to come up with an environment of diversity.
First and foremost, regulations by government play a critical role in ensuring an environment of diversity is maintained. There are several ways the government can achieve this. One of the approaches is that governments through their regulatory bodies may impose regulations on organizations and companies about specific environmental diversity programs, which when they are not followed, such organizations found guilty may be punished by law (Robinson & Franklin, 2015). Environmental diversity implementation policies by the government once they are approved, they become legally binding hence organizations and businesses operating in that sector will have to adhere to. The primary goals of government regulations that can play a prominent role in diversity implementation include the diversity of the workforce, inclusivity at the workplace as well as sustainability.
Another approach is by articulating the organizations’ endeavors. The government may come up with policies that may allow organizations within the same industry to do benchmarking and exchange programmes of different departments. Organizations can quickly learn from each other on the best and working models and data concerning their success stories. Some of the issues that organizations can learn from each other are the treatment of minorities and female employees as well as viable business opportunities within the financial management industry. This interagency approach has been proven to be feasible by previous researchers.
The second way of implementing an environment of diversity is through social pressures. In most cases, it is the society or organizations that conduct the diversity management programs. Since these programs affect people, it is, therefore, necessary that the community where people live or organizations that can efficiently implement diversity programs (Chang, 2009). Diversity is well seen in the world today since it is composed of a mixture of people from different backgrounds, culture, race, religion, nationalities sexual orientation as well as different social classes. This diversity incorporates the various socio-economic foundations of people, different motivations for work, period and nature of business as well as working styles.
Diversity at the workplace is also evident since workplaces are becoming more cosmopolitan with time. Employees comprise of individuals from different backgrounds, cultural setups, ethnicity, religion, social classes, political affiliations among others. These variations in people are what makes it easy to implement diversity programs.
The third way of implementing an environment of diversity is through the use of industry and company codes of ethics. Organizational codes of ethics are essential to any organization since they ensure ethics are upheld, promote equity and unity among workmates as well as guarding the diversity of the workers. These ethical codes help the organizations in providing that diversity among the employees, and any form of bias is discouraged.
Business owners have a direct obligation of ensuring the policies they implement on their businesses are identified with the diversity experienced in their companies. Since the working environment involves a blend of different capabilities among the workforce, achieving an environment of diversity programme will ensure that business owners policies on their businesses comply with the industry codes of ethics (Zgheib, 2015). Industry and company codes of ethics are also a better way of streamlining diversity in values at the workplace. When values at the workplace are well streamlined, even the striking back of workers is discouraged. The conduct of workers should be checked against industry and company codes of ethics since by doing this organizations and companies will be ensuring that diversity of workers is appreciated not only at the company level but also at the industry level.
The fourth way of implementing an environment of diversity is when there arises a tension between personal standards and organization goals. There are instances where own rules and the goals of an organization will conflict. The ultimate solution to this conflict is creating an environment of diversity that recognizes diversity in skills and abilities of different workers and encourages competition which is vital to organizational success (Frydman, Wilson, & Wyer, 2011). Personal standards are dynamic, and they may change from time to time. This will involve relearning and unlearning of the organization qualities and goals. Workers who spend most of their time in a closed office should at times get out and learn the skills of other workers. This will improve their interpersonal skills as well as appreciate the diversity in their organizations.
It is further significant to note that organizational goals may differ with personal goals or standards. What can be viewed as viable at the individual level may not be feasible at the corporate level since personal goals are short-term while organizational goals are for the long term. Cultured personal goals against organizational goals can be streamlined through the implementation of an environment of diversity. When the diversity of workers is appreciated and recognized, workers will be willing to share their personal goals with those of the organization. Therefore, should a conflict arise between the two perspectives, it will be easier to strike a balance. Organizations should, therefore, strive to have flexible goals that recognize the rich diversity of their workers.
Since diversity can be viewed from both personal and organizational levels, it is vital to consider the diversity of people within the society and at the organization where they work. An organization consists of all its components such as the workforce, structure, policies, procedures, practices, arrangements, management, shareholders, strengths, and weaknesses, as well as how the organization relates to its outside world.
The general principles, organization policies and individual’s need for quality can be expressed well when diversity is recognized. Imagine a case of a health care provider who has an impressive point of view. This act could be rooted in that person’s religious background which forms most people’s standards. That health care provider’s rules, even though reflected in the general principles, could be doing that because of their faith and respect for human rights. In such a case, organizational goals coincidentally match personal standards.
To sum up, it is important to note that we cannot run away from a diversified environment. Diversity is everywhere, where we live, work, in the marketplace, at our worshipping areas, schools, among others. Since all these places have people from different backgrounds, we should always recognize and appreciate the diversity that surrounds us at all times.
- Chang, Y. Y. (2009). Subsidiary Responses to Institutional Pressures: Diversity Practices of Taiwanese MNCs in the UK. Creativity, Competence and the International Dimension: Business Education, Business and Knoledge Transfer in a Changing World.
- Frydman, B., Wilson, I., & Wyer, J. (2011). The Power of Collaborative Leadership: Lessons for the Learning Organization. New York: Routledge.
- Robinson, R., & Franklin, G. M. (2015). Employment Regulation in the Workplace: Basic Compliance for Managers. New York: Routledge.
- Zgheib, P. W. (2015). Business Ethics and Diversity in the Workplace. Hershey: Business Science Reference.