Diversity

Dealing with people of various ages, genders, races, ethnicities, educational backgrounds, places, income, parental status, religious views, marital status, geographical areas, ancestry, and work experience can be difficult for HR managers. Managing people with diverse philosophies, viewpoints, lifestyles, and psychology can be quite dangerous. HR managers can bind a varied team and retain talent by using effective communication, adaptation, agility, and a positive mindset (Francina, 2018). While having a good diversity ratio is beneficial to a business and something to brag about, from an HR standpoint, organizations confront issues managing this diversity in terms of age, gender, nationality, ethnicity, and other factors. Catering to and addressing the needs and experiences of employees of all ages, genders, nations, and races is a major problem. Furthermore, maintaining employee engagement and promoting efficient communication among employees from various backgrounds is tough, which leads to employee dissatisfaction and strained relationships. 

With the rise of globalization, cultural diversity in the workplace has become more of a trend. One beneficial impact is that employees from diverse cultures tend to think in different ways, allowing them to study a problem from a variety of angles. When employees from the same culture are required to investigate the same issue, this is difficult to achieve (Martin, 2014). To resolve problems that arise as a result of this variety, it is critical to educate all employees on the cultures of the individuals with whom they work. As part of the onboarding process, culture orientation is an important step in the right way. Teamwork should be prioritized in the organization's principles and work culture, and a respectful and understanding work environment should be promoted. Team-building exercises that unite employees around a similar goal aid in the integration of employees from various cultures and backgrounds. Setting a set of organizational principles or behaviour standards within a workplace also aids each employee's understanding of his or her function, conduct, and behaviour within the organization. While following policies and procedures are crucial, an organization must also cultivate a friendly and comfortable atmosphere.

HR experts must sow the seeds of inclusion and affiliation so that employees feel free to share their opinions. According to research, a unified work culture increased employee performance by 56 per cent while lowering the chance of turnover by 50 per cent. Motivate them to take a comprehensive approach to the company's vision. The benefits and drawbacks of cultural diversity in the workplace can be both positive and negative. Disruptive confrontations lost productivity, and the inability to develop group unity are just a few of the negative consequences. A robust knowledge foundation built by a diversity of cultural experiences, an in-house resource of cultural trainers and informers, and a greater proclivity to grow the firm into foreign cultures are all positive outcomes. The majority of the time, the impacts of cultural diversity in the workplace are determined by how well organizational leaders manage it. Top management can improve the good effects of cultural diversity in the workplace while reducing the negative effects with proper strategic planning (Martin, 2014).

References

Francina, M., 2018. A Study on Trends and Challenges in Global HRM. International Journal of Engineering Technology Science and Research, Volume 5, pp. 356-362.

Martin, G. C., 2014. The Effects Of CulturalDiversityIn The Workplace. Journal of Diversity Management, Volume 9.