Diversity is and should be an important component for every organization in today’s business climate. The workplace has been growing ever more diverse since the 1960’s, with important laws such as the Americans with Disabilities Act of 1990 giving various groups greater equality and increased rights in the workplace (Lockwood, 2005). Wikipedia (2006) explains that diversity has increased because the workforce has seen an increase of people such as: women, people with different sexual orientations, immigrants, those with minority groups or representing a minority religion, and those from unconventional families including single parent, elderly people, and those with disabilities. Companies that understand and integrate these differences into their company culture stand to gain a great deal of various opinions and input when it comes to the company’s overall operational tactics.
Toolpack Consulting (2005) explains that organizational culture “can be loosely defined as the shared assumptions, beliefs, and “normal behaviors” of a group.” This group consists of the individuals within a company and each individual person in the company contributes their ideas, based partially on their beliefs and experiences outside of the workplace, to affect how the workplace operates. Companies that embrace the different perspectives and opportunities that can be offered with a diverse workforce allow opportunities for more constructive and effective performance in the company (Toolpack Consulting, 2005). Additionally, the company culture also dictates how the company operates on a daily basis, down to the basic structure of the company. Schachter (2005) explains that company culture can be composed differently; either as a structured or unstructured and as a friendly or more market based culture focusing on results instead of friendliness among employees. Schachter also explains that it is important to understand the organization’s culture so that the proper direction can be given. Additionally, gathering input from the employees and overlooking the company’s cultural composition, including the future company vision will allow company leaders to create an environment that allows the company culture to mesh with a diverse workforce (Schachter, 2005). It may be difficult and a considerably prolonged process for companies to undergo such in-depth analysis of their cultural and diverse compositions, but an understanding of the most basic company principles will allow the successful company to build a company culture than engenders a diverse workforce to propel the company forward to heightened success.
Companies that expend the time and effort to embrace, understand, and develop diversity approaches will see a company culture that works harder, creates a more hospitable working environment, and ultimately increases company profitability. Schauber (2001) explains that culturally diverse organizations experience a wealth of benefits, including more ideas from a widely diverse group of people, which, when aligned, will create more energy expendable on reaching unified company goals (p.2). Schauber also explains that one of the core values of the United States is equal opportunity and favoritism of an in-group of people isn’t ethically or morally correct (p.2). Additionally, it is financially intelligent for companies to embrace diversity in the workplace, as a wealth of laws have been passed to protect various minority groups, such as the Equal Pay Act and Civil Rights Act, among others (Schauber, 2005, p.3). Interestingly, Schauber also points out that with a drastic change in the diversity of today and tomorrow’s workforce, companies will need to be able to meet the needs of these minority groups into the future (p.3). Additionally, it’s smart to cater to the minority groups as a representation of the company’s commitment to cultural diversity, which in the long run, results in greater commitment by various diverse groups to an organization and thus increased profit potential! It’s possible for any organization to realize a profit from embracing diversity within and outside the workplace, while also contributing to the needs of diverse groups of people, ultimately providing a mutual benefit for all parties involved.
For organizations to exhibit diversity to the externals; their customers, shareholders, and stakeholders, they must be accountable internally. The role of senior management in any organization should be to maintain accountability for diversity initiatives in the workplace by showing an outward devotion to diversity efforts, and continue to be involved in coordinating diversity approaches within the company’s culture (Lockwood, 2005). Additionally, Lockwood explains that companies can harness their internal diversity by consulting with employees that can relate closely to outside customers whom are also diverse, thus creating a business advantage over other companies that fail to embrace passion and dedication to diversity. Further, Toolpack Consulting (2005) points out that creating an effective culture often needs the assistance of a consultant that is experienced to provide the necessary feedback for an organization that isn’t biased from within. Cultural change and diversity within the workplace both take time and are events that won’t occur overnight. However, those organizations that are prudent throughout the process and exhibit patience in developing diversity and company culture initiatives will be the true champions in the eyes of everyone, from the company employees, to shareholders, to the stakeholders.
Lockwood, N. (2005, June). Workplace Diversity: Leveraging the Power of Difference for Competitive Advantage. Society for Human Resource Management. Retrieved April 4, 2005, from http://www.shrm.org/research/quarterly/2005/0605RQuart_essay.asp
Schacter, D. (2005). The importance of understanding organizational culture. Special Libraries Association. Retrieved April 4, 2005, from http://www.findarticles.com/p/articles/mi_m0FWE/is_6_9/ai_n13822461 Schauber, A. (2001, June). Effecting Extension Organizational Change Toward Cultural Diversity: A Conceptual Framework [Electronic Version]. Extension Journal (39)3, 2-3.
ToolPack Consulting. (2005). Organizational Culture. Retrieved April 4, 2006, from http://www.toolpack.com/culture.html
Wikipedia. (2006). Workplace Diversity. Retrieved April 4, 2006, from http://en.wikipedia.org/wiki/Workplace_diversity
