Diversity refers to the accommodation of different groups within a common given environment in a way that each group feels a sense of belonging. It can be depicted well in places such as universities and workplaces (Taniguchi, 2016). The workshop is geared in evaluating the key differences in our diversity, recognizing our differences in public institutions, introducing the awareness these differences and their challenges in order to achieve an environment that is appreciating of the benefits of coexistence of our different diversities.
There are different types of diversity such as: Workplace diversity which is depicted by a range of differences between the employees in an institution such as nationality, race, and political affiliation. Inherent diversity which is evident by the difference in traits inherited from birth from one person to another. Acquired diversity which is mainly the traits acquired through new associations, partnerships and explorations, Service Level Diversity are the physical differences that can be observed e.g. racial difference (Goyal, 2013). In contrary, Deep Level diversity cannot be observed but are psychological-based such as beliefs.
Soft skills are the human skills which is another facet of diversity that makes an individual efficient and effective in relating with others. Finally, hard skills are the acquired specialized and technical skills through educational qualifications, training and work experience. Lack of both the soft and hard skills is a factor that contributes to the misunderstanding of peoples’ differences. Appreciating people for who they are demands working with others and trying to accommodate as well as tolerate their physical and psychological differences. Leaders that recognize and appreciate acquired hard skills through performance review facilitate motivation in workplaces.
The workshop analyzes the diversity challenges, the obstacles that are experienced by the implementation of diversity facets (Robbins, 2017). It evaluates the negative outcomes and consequences caused by the conflicts of diversity in public institutions. Diversity challenges face different countries differently. Advocating for human rights and equal right for every person usually vary from place to place. Some observable challenges of diversity trickle from the top level management to the bottom level management hence affecting organizational productivity. Institutions that do not make effort to recognize diversity and appreciating the individual contribution of individuals irrespective of their differences widen the gap of achieving an equal platform for all people.
Moreover, the level of resistance of institutions in attempting to incorporate diversity activities and groups that can revolutionize the perceptual views of different individuals is key. Management of diversity in any environment requires effort, hard work and patience. It’s a process that can be exhaustive hence require organizations to recognize the changing cultures in order narrow the diversity gap.
Prioritizing recognized types of diversity is important for employee performance in an organization. The two factors to be considered when prioritizing include the diversity climate that is mainly the employees’ perceptual behaviors and how the organization incorporates diversity and supports it through fair employment practices and the psychological safety that explains the ability of an individual to act or operate without fear of facing any consequences of their actions.
Allocated group - Immigrants
I was working for a Software development company that develop software applications, being an Africa-American in an American company, I was paid less compared to my fellow colleagues while working on the exact work responsibilities. During performance review, my supervisor gave me a consistent low rate compared to my fellow comrades. This incivility demotivated my synergy to continue working effectively hence it lowered my productivity level. The other employees were reluctant to comment or make suggestions that could improve the situation. The manager did not question my supervisor concerning the discrimination cases. Instead of making efforts to address our diversity and appreciate our differences, he did not act upon it.
If I were the manager, I would make awareness of the different races of people working in the organization and our interoperability benefits. I would ensure performance appraisals are done according to the correct measurable employee contributions.
The workshop enhanced my understanding of the different diversity that exist between individuals. For coexistence of members of any society, one needs to understand the different types of diversity. It helped realized that regardless of the differences that exist among employees in an organization, they can be used to ensure interoperability to increase company’s productivity. The identification of common diversity factors and those that are isolated to a few individuals is vital to the understanding of people’s personality in order to work with them effectively. The process of identification can be ease when observing surface level diversity, however, it can be quite challenging when noticing deep-level diversity.
The workshop helped me analyze and evaluate the negative consequences of the diversity that impact a workplace. These consequences can jeopardize companies’ operations therefore it is the responsibility of the management to ensure that employees are aware of the diversity. Moreover, it helped me recognize the positive benefits of workplace benefits. These benefits allow any organization to advocate for equality at workplaces and allow employees to freely express themselves.
The critical identification of soft skills helped me realize how they can be implemented in a team to increase its performance. Handling discrimination at workplaces helped me devise and recognize possible ways in which it can be addressed to appropriate bodies. The process of address workplace discrimination also involves empowering the employees to know available list of actions that can help them express their true selves without fear of discrimination.
Goyal, S., 2013. Organizational Diversity Climate: Review of Models and Measurement. Journal of Business Management & Social Sciences Research (JBM&SSR).
Robbins, S. P., 2017. Demographic Diversity. s.l.:s.n.
Taniguchi, M., 2016. Diversity Management Improving Business Performance. [Online]
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