Diversity in the Workplace: Aspects, obstacles and benefits

Aspects, obstacles and benefits
By: Urvashi Singh
Jumpstart-hr.com | twitter.com/jumpstarthr | 301-910-8660

 Definition
 Aspects and Drivers
 Diversity links to Organization performance
 Business advantages
 Challenges
 Tools for managing diversity
 Diversity inclusion of disabled co-workers


Diversity refers to the similarities and differences
between individuals accounting for all aspects
of one’s personality and individual identity.

Managing diversity is a comprehensive managerial
process for developing an environment that works
for all employees.


The aspects of diversity typically include, but are not limited to the following:
 Age
 Color
 Disability/Employing people with disabilities
 Education
 Ethnicity/National origin
 Family status
 Gender
 Geographic background
 Language
 Lifestyle
 Life experiences
 Organization function and level
 Physical characteristics
 Race
 Religion, belief and spirituality
 Sexual orientation
 Veteran status


 Greater adaptability and flexibility in a rapidly
changing marketplace
 Attracting and retaining the best talent
 Reducing costs associated with turnover, absenteeism
and low productivity
 Return on investment (ROI) from diversity initiatives,
policies and practices
 Gaining and keeping greater/new market share (locally
and globally) from an expanded diversity customer base.
 Increased sales and profits


The business case for workplace diversity has been strengthened in
recent years by studies that link diversity to organizational
performance:
 One study stated that companies with diversity
practices collectively generated 18% greater
productivity than U.S economy overall.
 Companies use diversity as a resource for learning and
innovation with positive results
 Studies suggest that top management teams with a
high representation of women had better financial
performance than teams with fewer women


 improved public image of the organization
 reduced costs associated with turnover, absenteeism and
low productivity
 improved financial bottom line (profits)
 increased organizational competitiveness
 decrease in complaints and litigation, and
 retention of a diverse workforce
 Improved public image went from the fourth most
important outcome in 2005 to the most important
outcome for companies in 2010
Source: SHRM


 Creativity increases when people with different ways of solving difficult
problems work together towards a common solution
 Productivity increases exponentially when people of all cultures pull
together towards a single inspiring goal
 New attitudes are brought to the business table by people from diverse
cultures
 Language skills are needed in today’s increasingly global economy and
diverse workers often have this proficiency
 Helps understanding how the United States fits into the world picture
 New processes can result when people with different ideas come together
and collaborate
 Strengthening long-term “value-drivers” which allow a company to be
competitive
 Generating short and medium-term opportunities to improve cash flows


 Implementation of a workforce diversity policy is a form of
investment in intangible assets, especially organizational and
human capital
 Credible case for investment depends on four types of evidence of
costs and benefits:
 Testimonials
 case studies
 surveys of companies
 empirical research


Internal Obstacles:
 Difficulty in changing the existing culture of the
organization
 Lack of internal expertise or experience
 Lack of understanding of the business benefits of a
diverse workforce
 Difficulty in quantifying the benefit to sustain
investment
External Obstacles:
 Legal restrictions on holding sensitive data
 Historic gaps in anti-discrimination legislation
 Differences in national social attitudes and cultural values


 Recognizing the value of differences
 Combating discrimination
 Promoting inclusiveness
 Losses in personnel and work productivity
 Negative attitudes and behaviors


 Develop, maintain and implement ongoing
training
 Encourage change
 Be aware of personal biases
 Create dialogues
 Promote a safe place to communicate
 Constructive critical feedback for learning


 When working or conversing with an employee with mobility impairment, place
yourself at the person’s eye level when possible
 Never lean on or touch a person’s wheelchair or other assistive device
 When introduced to a person with a disability, it is appropriate to offer to shake
hands
 When interacting with an employee who is blind or visually impaired, identify
yourself at the beginning of the conversation and announce when you are leaving
 If you wish to attract the attention of an employee who is deaf, tap the person
gently on the shoulder or arm
 If the employee uses a sign-language interpreter, speak directly to the person, not
to the interpreter
 It is appropriate to offer assistance when you see that an employee with a
disability may need it, but wait until the offer is accepted before assisting
 Treat people with disabilities with dignity, respect and courtesy


A diverse workforce is a reflection of a changing world and
marketplace. Diverse work teams bring high value to
organizations. Respecting individual differences will benefit
the workplace by creating a competitive edge and increasing
work productivity


To request more information or consultation:
Joey Price, MS, PHR
CEO, Jumpstart:HR
www.jumpstart-hr.com
jprice@jumpstart-hr.com | 301-910-8660


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