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Block 2 Steps in Human Resource Management

Unit 3 Workforce Diversity And Multicultural Factors

1) Elucidate nature and definition of diversity in organisations

Nature and Definition of Diversity in Organisations

• Workforce diversity is defined as the similarities and differences in characteristics like age, gender, ethnic heritage, physical abilities and disabilities, race, and sexual orientation among employees. It is also referred to as 'cultural diversity' or 'cultural variety'.
• In an organisational context, diversity refers to the differences in gender, race, and ethnicity within the workforce.
• More broadly, it acknowledges that people are essentially different from each other, with managers needing to address both similarities and differences among employees.
• Diversity influences how employees view work, their expectations for rewards, and their interactions with others in the organisation.

2) Discuss the reasons for emergence of diversity.

Reasons for the Emergence of Diversity

• Changing workforce demographics: There is a greater presence of older workers, women, and ethnic minorities in the workforce.
• Legislation and lawsuits: Laws have been introduced to prevent discrimination and ensure equal opportunities for all, regardless of age, gender, or ethnicity.
• Growth of international business: Organisations are increasingly operating internationally, which leads to greater cultural diversity.
• Competitive pressures: Companies with diverse workforces gain a competitive edge by developing products and services that meet the requirements of a diverse market.
• Desire for diverse viewpoints: Organisations that actively seek diverse perspectives can develop better products and services and create a richer work culture.

3) What are the specific characteristics and dimensions of diversity?

Specific Characteristics and Dimensions of Diversity

• The most commonly recognised primary dimensions are age, gender, ethnicity, and education.
  • Age: Organisations have a wide age range of employees with differing needs and perceptions of their jobs and rewards.
  • Gender: There is an increasing presence of women in the workforce.
  • Ethnicity: Globalisation leads to a greater mix of people from different races, and managers must create a culture of inclusiveness.
  • Education: Workforces consist of people with different educational qualifications, and organisations need to ensure all workers are kept up to date.
• Other factors include language, sexuality, and disabilities.

4) What is secondary dimension of diversity?

Secondary Dimensions of Diversity

• Secondary dimensions are less permanent and can be changed or adapted. They include factors like:
  • Marital status,
  • Geographic location,
  • Socio-economic status,
  • Religious beliefs,
  • Military experience,
  • and others.
• The impact of these factors varies, and managers need to consider these differences when designing jobs and policies.

5) What is diversity in organisation context?

Diversity in Organisational Context

• Diversity in the organisational context refers to the differences in gender, race and ethnicity in the composition of the workforce.
• More broadly, diversity recognises that people are essentially different from each other.
• Managers need to address both similarities and differences among employees.
• Diversity influences employees' conceptions of work, expectations of rewards, and practices in relating to others in the organisation.
• Managing diversity is a key challenge for managers in the 21st century.

6) What are the organisational approaches to managing diversity?

Organisational Approaches to Managing Diversity

• Testing: Organisations need to develop tests that are valid for diverse employees, using job-specific tests and scientific norming.
• Training: This includes training for employees from diverse backgrounds, as well as training for managers and employees to handle diversity effectively.
• Mentoring: Mentors support diverse employees, socialise them in the organisation's culture, and help with development.
• Programmes designed to promote work-life balance.

7) What are the competitive advantages with multicultural organisations?

Competitive Advantages of Multicultural Organisations

• Cost: Managing diversity well can reduce the costs of integrating diverse workers.
• Resource acquisition: Companies with a reputation for diversity can attract the best talent.
• Marketing: Diverse organisations have a better understanding of their markets and can improve the development and marketing of products and services.
• Creativity: Diversity of perspectives can lead to higher levels of creativity.
• Problem-solving: Diverse groups are better at problem-solving and decision-making.
• System flexibility: Organisations that value diverse perspectives become more flexible and responsive to environmental changes.