There are numerous ways in which diversity has been defined. They range from very narrow definition to very broad. In the broadest sense, diversity is all-inclusive and recognizes everyone. However, there is no definition that fully includes all the characteristics that a diverse population may bring to the workplace.
There are many forces that are driving diversity issues in organizations. There is a significant increase in women and minority populations in the workplace. Americans continue to mature. An increasing number of minority youths; gay men, lesbians, and bisexual individuals; and people with disabilities are entering the labor force. More businesses are becoming global, and there is an emphasis on teamwork.
The demographic composition is affecting not only the makeup of the workforce but also the makeup of the marketplace. Therefore, having a diverse workforce and managing it properly is perceived as a competitive strategy that can not only help attract diverse customers but also people who have different perspectives which contribute to the creativity of the organization.
Many fields have been considered diversity pioneers. International business is one of them. The success of international business highly depends on the effective implementation of diversity initiatives. Diplomacy also requires valuing diversity. Voluntary associations serving overseas are also organizations who have to learn to value diversity to be successful. Some athletic teams have also overcome their differences to achieve common objectives. Disciplines such as anthropology, sociology, history, linguistics, philosophy, ethics, social work, and psychology attempt to understand diversity. In addition, many businesses have started to understanding the value of diversity.
Different researchers have found a multitude of reasons for implementing diversity initiatives in organizations. Many of them agree that the main reason is to improve corporate productivity and profitability. There is also a considerable amount of research done regarding the outcomes of heterogeneous groups. There is research evidence that diverse work teams outperform homogenous groups.
Managing diversity is not easy. It can encounter many barriers. Some of the most common barriers include stereotype and prejudice, discrimination, harassment, difficulty balancing work and family, poor career planning and development, lack of organizational political savvy, unsupportive work environment, exclusion and isolation, qualifications and performance questioned, lack of mentors, and backlash.
There is a wide range of initiatives for managing diversity in the workplace. However, no single initiative is comprehensive enough to solve all diversity issues or to successfully manage diversity in organizations. Diversity training is one of the primary and most widely used initiatives to address diversity issues in organizations. Needs assessment and evaluation are essential elements in the process of developing diversity training programs. However, the qualifications of a diversity trainer are fundamental to making diversity training successful. Because of the role diversity training plays in organizations, diversity training should be an integral part of all human resource and management development.
In the future, diversity issues will continue at the forefront because the population will become even more diverse and more companies will become global. As diversity is becoming more complex, diversity training will continue to be an essential element of the overall diversity strategy.