As a manager, how much attention do you give to culture diversity within your company? How do you do so?

 

It is one of the very important concept in Multinational companies where you can the diverse culture practicing in ONE point, so that the management will be very careful on this concept and they will take all important steps to protect . eg. in my company we have three different restaurant for three different nationalities to have their own food. 

How do you do so?

Human capital can be a company's most valuable investment. Diversity Management establishes Diversity as a valuable component of the company's strategy and resources. Diversity At Work can work with company leadership and human resources teams to create practical tools that ensure your workplace is equitable and inclusive. Diversity Management encompasses:

 

·         Establishing a business strategy for managing a diverse workplace

• ·      Removing barriers and allowing equal access to employment and promotion for all job applicants and employees
• ·         Fostering a diverse workforce to create a positive, innovative and productive work environment
• ·         Attracting and hiring a diverse workforce reflecting the communities in which the company operates
• ·         Empowering all employees to reach and contribute to the full potential.
• ·         Encouraging personal growth and professional development

Thanks Dear,

As a manager in general i have to be attention to every tiny detail inside my organization , now if we need to talk about culture , we have to say ; multi culture team is a strengths point when leader unite them toward achieving goals and share objective to let them fusing inside the organization structure and forget their culture toward organization culture.

Otherwise: they will be weakness point , and now one can control them .

Culture diversity is essential in a team. It also strengthens the respect between each member. They share their cultural differences, food, experience, motivate others visiting their countries to make their own opinion.

This can be by recruiting in different countries or identifying some strategic partners.

 

 

In any company people from various religion and culture work together and hence as a manager we have to balance cultural diversity within the company. When people feel respected and their differences are accommodated rather than ostracized, they are better able to realize their full potential and make a meaningful contribution to their workplace. An environment that is positive and motivating for its people increases worker satisfaction, productivity and retention. In addition, the broader perspective of diverse teams facilitates innovation and provides clients and customers with increased value.

 

Cultural Diversity in the workplace simply makes good business sense, and can bring about many benefits, including the following:

§  Improved marketing and customer service through better understanding and accommodation of diverse customer groups and their needs

§  Improved employee morale, performance, and productivity through equitable workplace practices that select, develop, and treat people based on merit and fairness

§  Improved retention and cost reductions due to lower absenteeism and turnover

§  Improved ability to attract and recruit top talent

§  Reduced risk of discrimination lawsuits as a result of more just and nondiscriminatory environment

§  Eligibility for government contracts for which minority or gender-balanced businesses are given preference

§  Improved corporate image, which generates public goodwill

§  Improved employee creativity, problem-solving and decision-making through effective management of diverse perspectives and “creative conflict”

 

 

 

Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as

communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now.

Benefits of Workplace Diversity

An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as:

Increased adaptability

Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.

Broader service range

A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis.

Variety of viewpoints

A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively.

More effective execution

Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.

Challenges of Diversity in the Workplace

Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are:

Communication - Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale.

Resistance to change - There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The “we’ve always done it this way” mentality silences new ideas and inhibits progress.

Implementation of diversity in the workplace policies - This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization.

Successful Management of Diversity in the Workplace - Diversity training alone is not sufficient for your organization’s diversity management plan. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization.

Recommended steps that have been proven successful in world-class organizations are:

Assessment of diversity in the workplace - Top companies make assessing and evaluating their diversity process an integral part of their management system. A customizable employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently. It can help your management team determine which challenges and obstacles to diversity are present in your workplace and which policies need to be added or eliminated. Reassessment can then determine the success of you diversity in the workplace plan implementation.

Development of diversity in the workplace plan - Choosing a survey provider that provides comprehensive reporting is a key decision. That report will be the beginning structure of your diversity in the workplace plan. The plan must be comprehensive, attainable and measurable. An organization must decide what changes need to be made and a timeline for that change to be attained.

Implementation of diversity in the workplace plan - The personal commitment of executive and managerial teams is a must. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization’s function and purpose. Attitudes toward diversity originate at the top and filter downward. Management cooperation and participation is required to create a culture conducive to the success of your organization’s plan.

Recommended diversity in the workplace solutions include:

Ward off change resistance with inclusion. - Involve every employee possible in formulating and executing diversity initiatives in your workplace.

Foster an attitude of openness in your organization. - Encourage employees to express their ideas and opinions and attribute a sense of equal value to all.

Promote diversity in leadership positions. - This practice provides visibility and realizes the benefits of diversity in the workplace.

Utilize diversity training. - Use it as a tool to shape your diversity policy.

Launch a customizable employee satisfaction survey that provides comprehensive reporting. - Use the results to build and implement successful diversity in the workplace policies.

As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. Evaluate your organization’s diversity policies and plan for the future, starting today.

 

 

it is dependent if that improve work without dis advantage

 

To make it simple, blunt and explicit, you gotta understand that those culture diversity are not the job description of manager to solve the dispute, however main objective is to focus on work and being professional, as manger I don't mind diversity, however it's the employee relationship's job to handle it.

 

however the case in hiring and employees in Arab countries are very racist to extreme, they are stereotype base their opinion on individual's nationality, kill the individual's personality and personal skills.

 

 

There are many benefits to an organization that is culturally diverse. A company that can get people from all walks of life working together cohesively can see rapid progress towards their goals, in a short space of time. A diverse business is better equipped to build solutions for their customers, regardless of which specific area or department in the company they may be having difficulties with. This is because employees with different backgrounds often bring with them experiences and ideas that can be adapted to fit what each customer is looking for, instead of just trying the ‘one-size-fits -all’ approach,promotion of diversity is very important of any organization.

Depends upon the requirement, sources and funds availability I feel. Thanks.

Diversity & Inclusion is a next big agenda for organizations and esp for HR, the Middle-East and esp Dubai and Arab industry in multi-cultural and bi-lingual so a manager must get trained and develop the skills of their team to handle such diversity and this success for him and organization. 

It is essential for a manager to know and give attention to the cultural diversity within his company. This is essential because if he doesn't have an idea about cultural diversity, problems and conflicts will arise.  

He must know about their culture in order to know better how to deal with each employee and not to offend him or her.

 

As a manager, cultural diversity is very important in my department; as that should be in all other departments since it will hinder much of the problems in the company.