Introduction
The term workforce diversity refers to the differences and similarities that exist among workers in an organization. The similarities and differences exist in terms of sex, religion, race, physical abilities and disabilities, cultural background and age. Workforce diversity eliminates sameness in the organization. This changes most of the aspects in the workplace. Several human resource practitioners encourage the concept of workforce diversity in the work place. This essay focuses on whether accommodating workforce diversity is a luxury or a necessity (Barak, 2010, p. 132).
Importance of workforce diversity
The first advantage of workforce diversity is that it enhances adaptability in the work place. Enterprises that employ a diverse workforce have a wide range of solutions to resource allocation, sourcing, and service problems. Workers from different backgrounds come in with varied experiences and talents. This is vital in suggesting ideas that are useful in adapting to customer and market demands. Workforce diversity enables an organization to be flexible and adapt to changing business needs. The component of workforce diversity is vital for the organizational success (Robinson, 2009, p. 52).
Another advantage of workforce diversity is that it enables an organization to serve customers globally. Workforce diversity allows the organization to offer a broad range of services. This is because it comes along with a wide range of experiences and skills. The diverse workforce can serve a wide range of customer needs. This may be in terms of cultural differences and language diversity. Workforce diversity helps the organization serve customers from diverse backgrounds. This increases the scope of the organization. Workforce diversity brings various view points to the organization. An organization that attracts a diverse workforce provides a large pool of experiences and ideas. The organization uses the pool of ideas to meet the strategic requirements of the customers. Workforce diversity also helps in meeting business needs more effectively. The ideas from the diverse workforce are vital in building a successful organization (Levi, 2011, p. 210).
Workforce diversity enables an organization to come up with new processes. This comes up as people with different backgrounds come together and works as a team. The current technological world is moving so fast, and there is limited room for thinking. The best approach is bringing diverse people on board, and they will bring in new processes. Workforce diversity is a necessity for any forward looking organization. A homogenous organization can not grow at the same pace as a heterogeneous organization.
Challenges of workforce diversity
Workforce diversity can lead to reversed discrimination. Qualified individuals may be left out as the organization seeks to achieve workforce diversity. This leads to a second form of work place discrimination. The other challenge of workforce diversity is that individuals from diverse backgrounds may have challenges of working together. Such barriers may lead to inefficiencies in the work place. However, the advantages of workforce diversity are more that its disadvantages (Pollitt, 2006, p. 22).
Conclusion
Many organizations currently appreciate the concept of workforce diversity. From this discussion, it comes out clearly that the advantages of workforce diversity are more than the disadvantages. A forward looking organization should employ this practice in its human resource practices. Workforce diversity brings new processes, experiences and ideas in to the organization. Workforce diversity enables the organization to serve a wide range of customers and helps the firm in adapting to the environment. It comes out that accommodating workforce diversity is a necessity and not a luxury. Forward looking organizations should integrate workforce diversity in their human resource operations.
References
Barak, M.E. (2010). Managing diversity: Towards a globally inclusive workplace. London: Sage publications, Inc.
Levi, D. (2011). Group dynamics for teams. California: Sage publications, Inc.
Pollitt, D. (2006). Diversity in the workforce. Australia: Emerald group publishing.
Robinson, C.L. (2009). Diversity management pantheons: A regime of truths. New York: Fultus Corporation.