Unit 1: Business Culture and Responsibilities
Learning Outcome: 02
Task 2.1 Explain what is meant by ‘diversity in the business context
Diversity has been interpreted in many ways in academic scholarship. Broadly speaking, it refers to various dimensions of identity such as gender, ethnicity, religion, age, sexuality, and disability that may be used to distinguish individuals or groups from each other. Diversity management may be defined as a set of organizational policies and practices aimed at recruiting, retaining, and managing employees of diverse backgrounds and identities and creating a culture in which everybody is equally enabled to perform and achieve organizational objectives and personal development (Aronson, 2015).
The basic concept of managing diversity accepts that the workforce consists of a diverse population of people consisting of visible and non-visible differences including factors such as sex, age, background, race, disability, personality and work style, and is founded on the premise that harnessing these differences will create a productive environment in which everyone feels valued, where all talents are fully utilized and in which organizational goals are met.”
Global diversity management refers to “planning, coordination, and implementation, a set of management strategies, policies, initiatives, training and development activities, that seek to accommodate diverse sets of social and individual backgrounds, interests, beliefs, values, and the way they work in organizations with international, multinational, global and transnational workforces and operations” (Aronson, 2015). In contrast to an ethnocentric approach to diversity, global diversity management considers variances in cultural, legislative, economic, industrial, and other macro-level factors and accordingly formulates its approach to understanding and treating diversity.
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Task 2.2 Recognise the benefits of having a diverse workforce
There are many advantages of a diverse workforce. Organizations can benefit from employees who bring language skills, cultural experience, and creativity to the table. An organization like Burger King Success can be dependent upon its ability to embrace a diverse staff.
Allows a focus on employee self-promotion
The report showed that many men and women do not feel that they have the opportunity to self-promote in the workplace. With gender diversity policies in place, such as mentoring and networking, this allows a platform for workers to communicate and voice their ambitions. This will not only make workers feel they can progress but it will also increase career motivation and satisfaction (Bjerregaard, 2016).
Positive Company Reputation
Another benefit of cultural diversity in the workplace is the positive reputation that the company would receive. Burger King recruits and encourages individuals from a wide range of backgrounds to generally gain a reputation for being a good employer. Potential clients often feel more valued and thus give more business to this organization (Bjerregaard, 2016).
A diverse collection of skills and experiences allows a company to provide service to customers on a global basis because the company is able to relate and understand their clients better, and some even on a personal level (Bjerregaard, 2016).
Increase in Creativity
Another benefit of cultural diversity in the workplace is the increase in creativity among the employees. By bringing together their employees with different qualifications, backgrounds, and experiences, they would be able to come up with positive solution when it comes to problem-solving in a sticky situation.
With so many different and diverse minds coming and working together, many more solutions will arise as every individual brings in their personal way of thinking, operating and solving problems, and making decisions (Bjerregaard, 2016). Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability……………