Challenges Of A Diversified Workforce

Published Date: 02 Nov 2017

INTRODUCTION

Diversity refers the recognition and appreciation of including individuals with characteristics and traits that make them unique. This may include differences in age, sex, race, ethnicity, religion physical and even mental abilities. Diversity is "the condition of having or being composed of differing elements" [i] . Human Recourse Management looks at Diversity with regards to the workplace, thus it focuses on Workforce Diversity. This is with regard to the policies and practices that encourage inclusion of people who are considered to be "different" from the prevailing population, into the work force. "As a concept, diversity is considered to be inclusive of everyone. In many ways, diversity initiatives complement non-discrimination compliance programs by creating the workplace environment and organizational culture for making differences work. Diversity is about learning from others who are not the same, about dignity and respect for all, and about creating workplace environments and practices that encourage learning from others and capture the advantage of diverse perspectives" [ii] 

To examine work force diversity for any purpose we must first look at reasons why management may choose to diversify the workforce. There are several factors that may lead to diversification; it may be done as a social responsibility or economic payback, as diversity gives to the social groups who are challenged with finding jobs due to issues such as discrimination. In this way, employer’s willingness to diversify gives such persons the "break" they need. Diversifying the workforce may also turn tax users into taxpayers. Another factor is that it may be necessary as a resource imperative as it may be the minority groups or those different from the constituency that holds the best available talent. For many organizations diversification is a legal obligation in keeping with legations such as such as the Equal Opportunity Act, 2000 of Trinidad and Tobago. Diversification is also used as a market strategy, as having a diverse workforce will draw in a mixed composition of customers, for example a cosmetic store with women of various ages and races will appeal to a wider group of customers. Workforce diversity also can be used as a business communication strategy and a capacity building strategy.

However diversity in the workforce will inevitably have an impact on the organization. Workforce diversity management is needed to ensure that the influence of diversity is a positive one. "Managing diversity is, understanding that there are differences among employees and that these differences, if properly managed are an asset to work being done more efficiently and effectively." [iii] This may be relevant to Organizational Behavior. Organizational Behaviour is, in its academic context, a field of study that examines how people, as individuals and groups behave and the effects of the structure for the purpose of applying such knowledge toward improving an organization’s effectiveness. Workforce Diversity Management is Relevant to Organizational Behaviour as it seeks to control or Manage how unique individuals function individually in the organization, how individuals from different backgrounds coexist or function among each other and how the structure of the organization aligns with the diversifies work force in order to maintain the structure of the organization as it is open to diversity and to examine and maintain the extent to which diversity is improves the efficiency of the organization.

CONTEXT

Challenges of a Diversified Workforce

The workforce has been facing a number of changes from the time of the Industrial Revolution till now. The percentage of women in the workforce is constantly increasing and while there are no statistically facts to show difference in ability between males and females to do many jobs there are many myths, opinions and misconceptions as with other "elements of difference". Women are considered to be slower at some jobs and also to be too emotional for positions such as those that require stern decision making, for example e.g. Managerial positions. It is however clear that the life of women is different from that of men as they are responsible for child bearing and in most instances take on the main responsibility of child rearing. There is also an increase in the elderly population of the workforce as we are said to be now experiencing an ‘aging workforce’. Persons of older ages in the workforce are being targeted as being slower and more likely of having a high unpreventable absenteeism rate. Race is also a major identifiable difference in the workplace. Managers may favor those that are of the same race, culture of religious affiliations to them (consciously or unconsciously). Legislations have also made the workforce more accessible to physically and even mentally challenged persons. This is another distinctive difference in individuals. Managers are thus faced with the challenge of dealing individually with individuals that are characteristically unique. As previously implied, Workforce diversity can be quite beneficial to the organization but may also affect the organization negatively nevertheless, diversity is in some cases a necessity or obligation. However the ability of Managers/Employers to manage workforce diversity has been considered to be a challenge.

Managing how unique individuals function individually in the organization

Workforce Diversity Management seeks to ensure that this challenge does not affect the overall success of the organization but rather works to the benefit of organization, by taking particular measures such as considering ways to use its individual ability to the advantage of the organization in order to enhance efficiency; Hence the relevance of Workforce Diversity Management to Organizational Behavior. For Instance while one Particular individual may fall short in one area they may be more efficient where a another individual may be ineffectual for example the elderly may not have the greater physical ability such as strength and flexibility, but they may have the greater Intellectual ability for instance better thinking, reasoning and problem solving. As another researcher puts it "Young workers are thought to learn faster … and to have better cognitive and physical abilities …while older workers are typically considered to have more job experience and knowledge about intra-firm structures, relevant markets and networks …" [iv] Other differences also impact individual performance for instance, a study of a Nigerian bank showed that "gender and ethnicity are negatively related to both employees production and performance bonus … while gender, age and tenure diversities positively correlated and are significantly related (to organizational performance)." [v] What this research as, others have attempted to do was link workplace diversity to organizational performance. As this research highlighted in its conclusion, there is still a question of whether workplace diversity is an evident business benefit. Many have responded by suggesting proper workforce diversity management to ensure that individual behavior and input in the organization contributes to overall rise in productivity and effectiveness. This is relevant to organizational behavior as individual behavior and applies the knowledge gained to make the organization work more effectively.

Managing how individuals from different backgrounds coexist or function among each other.

The market, as have been emphasized is no longer confined, as it has become more global and diverse with the advent of globalization. Therefore proper Workforce Diversity Management will result in an organization that is more innovative and modern. Work force Diversity Management must also seek to ensure that the organization receives these benefits of diversity by ensuring the diverse workforce can perform well collectively and each individual will be respected. Thus by ensuring different individuals can perform efficiently in groups despite diversities. Therefore managers must not only focus on how employees perform individually in diversified workforces, but also how groups may be more efficient. Diversity increases competition and thus performance as there is a contribution of innovative ideas and unique solutions to work related problems. Therefore diversification may bring about new and more efficient ways of completing task and knowledge can be gained from observing the way different individuals get task completed. "Social cognitive theory examines how the efficacy of groups…affects its performance… Results suggest that collective efficacy is not always beneficial for the outcome of a group. Moreover, mixed gender groups are found to foster the impact of group efficacy on performance…The argument is that gender diversity is likely to increase the heterogeneity in the values, beliefs and attitudes of the members of a group, which in turn may stimulate critical thinking and prevent the escalation of commitment (i.e. inflated perception of group efficacy resulting in poor decision making)." [vi] There may be a similar outcome for all diversities.

However problems may arise where there are work groups that includes individuals of unique backgrounds. For instance, "Employees intergroup prejudice" such as sexism which can result in sexual harassment or criticism of women by male managers and resentment against people of different religious groups for being afforded time off for religious practices, such can result in discrimination which may lead to high absenteeism or high staff turnover due to discomfort at the workplace. Ethnocentrism, which is the judging of one’s culture entirely on the standards of another’s beliefs and values, may also arise leading to issues such as complexity in decision making and thus slower action. Proper Workforce Diversity Management can prevent these problems, as managers must provide training for employees thereby ensuring they are well-informed and aware of different backgrounds. Managers must understand discrimination and its consequences and must recognize their own prejudice and bias and must also be willing to bring change to the organization if necessary. Cultural appreciation can be practiced by acknowledging different religious days or other day attributed to different groups within the organization such as International women’s day, Indian Arrival Day, Emancipation Day and World disabled day, in whatever possible way. The way in which people are able to function in groups and how it affects the organization is a focus of Organizational Behavior. Since ensuring people can coexist in a diverse workforce to the benefit of the success of the organization is the business of Workforce Diversity Management it is in fact quite relevant to OB.

Managing how the structure of the organization aligns with a Diversified Workforce

Structure is the final determinant of Behavior that Organizational Behavior focuses on. The structure of the organization "Defines how task are divided, grouped and coordinated. Organization looks as the effects of Structure on behavior, also in an attempt to apply the finding to the overall productivity of the Company. Workforce Diversity Management aims also, to ensure that in an Organization where there is diversity the structure does not reflect bias and or discrimination. In this way it is relevant to Organizational Behavior. It is important that individuals are not kept from areas such as decision making position because they are characteristically different.

Structure also includes the degree of rules and regulations to direct employees and managers. Workforce Diversity Management can include, influencing such regulation in order to prevent issues that can arise from having a workforce where there are diversities. Some companies have set regulations to assist with challenges of a diversified workplace, in order to prevent work/life conflicts. For instance, "flexy time" is now becoming common among companies to help employees balance work and personal life responsibilities, for example where an employee may be given the option of working 6am-2pm in and organization where the regular working hours are 8am-4pm. This can facilitate with the employees being able to take up responsibilities of receiving children from school among other personal duties. Other policies such as information-based strategies like incorporating intranet work/life websites, Relocation assistance, Money-based strategies and Direct Services such as on-site daycares have also been incorporated in to the structure of some organization. Companies are developing several strategies such as the above mentioned as Workforce diversity management measure, in order to deal with gender and other diversities, in the interest of the employees and moreover the productivity and success of the organization. Employers have testified that such measure have resulted in low absenteeism and turnover and higher individual and overall performance. The way in which workforce diversity management impacts structure so as to encourage behavior that will led to improvement in the organizations performance; illustrations its significance to Organizational Behaviour.

CONCLUSION

It is observable that Workforce Diversity Management is applicable to Organizational Behavior. This is evident by the comparison between the aim of Workforce Diversity Management and that of Organizational Behaviour. In the modern world diversity has or is becoming the norm of many societies and organizations. A diversified workforce can be beneficial to an organization in several ways but can also be a challenge for management. However because in many instances a diverse workforce is a necessity or obligation, it is in the interest of the organization that employers implement Workforce Diversity Management. This will prevent issues such as discrimination in the workplace, high absenteeism and turnover as well as treat to overall productivity. Workforce Diversity management aims to ensure diversities are strategically treated to guarantee individual behavior that will best impact the organization; encourage ability to function in groups despite diversities, so as to achieve the goals of the organization and to apply an organizational structure that is considerate to all employees in order to have a positive effect on behavior and performance. These determinants of behavior being managed to ensure organization success is the epitome of Organizational Behaviour thus Workforce Diversity Management is extremely significant to Organizational Behaviour in contemporary organizations.