The concept of diversity goes well beyond equity legislation and social justice.  Thomas and Ely, two Harvard Business School professors define diversity as “The varied perspectives and approaches to work those members of different identity groups bring”.

The value of workplace diversity

The value of workplace diversity lies in how effectively it is managed and how well an organisation’s culture can support and leverage from the many benefits possible from a diverse workforce.  There are many layers to diversity: 

• The first layer consists of characteristics which we are born with, including our race, our age, our gender and our ethnicity.
• The second layer includes characteristics which we acquire during the course of our lifetime such as parental status, work experience, organizational roles and education. 
• The third layer relates to emotional intelligence, resistance to or acceptance of change, beliefs and intellectual ability.

In today’s fast changing world managing diversity and facilitating an inclusive workplace successfully is critical to the survival of organisations.  Today’s business environment is highly competitive.  With continual advances in information technology, higher customer expectations, globalisation, 24/7 operations, company downsizes and restructures, employers need to attract and retain the best and most valuable employees and harness the full capability and commitment of all their employees.  To do this, employers must provide a working environment which does not just create, tolerate or assimilate difference, but values, manages and leverages those differences.

Globally more women are entering the workplace, communities are ageing, fertility rates are dropping, multinational organisations are spreading, generational approaches to work and life are changing and the war for talent continues.  Therefore an employer’s recognition of the need for effective diversity and inclusion practices has become essential to the engagement and performance of individuals and the functioning and performance of the workplace.

What is the impact of the people factor and the changing business environment?  

There are many variables, both internal and external, which can impact the bottom line performance of organisations, including:

• workplace culture
• strategic objectives
• legislative frameworks, and
• the political and social environments.

However the one common factor is people.  It is the individual and group performance of people which impact the level of customer service, the products and services developed, the strategies, systems and structures implemented, the decisions made, the relationships built, and ultimately the workplace productivity, profit and performance.  Without people, organisations simply would not function.

The effective management of each employee according to their unique attributes, background, and perspectives adds to the individual performance of each employee and simultaneously by getting diverse workforces to work together more effectively, impacts positively on the overall organizational performance. 

The business case for managing diversity

There is a compelling business case that can be made about how successful management of diversity can drive performance of individuals and the workplace. 

For the employer:

• Recognition as an employer of choice
• Attraction and retention of valuable employees
• Reduced absenteeism and turnover
• Reduction in recruitment and training costs
• Increased productivity
• More effectively resourced workplaces
• Customer retention
• Enhanced corporate image and sustainability

For the employee 

• Acknowledges individual circumstances
• Reduces stress and improves wellbeing
• Increases loyalty, morale and commitment
• Increases productivity

 Internet links

http://www.ethnicmajority.com/workplace.htm

http://www.diversityaustralia.gov.au/training/index.htm

http://www.uknetguide.co.uk/Business/Article/Improve_Diversity_in_the_Workplace.html