The Holistic Approach to Diversity Management: HR Implications

Abstract

Importance of Diverse Workforce Globalization has led lot of activity across borders of countries leading mobile workforce, which has intensified diversity related interventions in organizations. Literature in West is replete with data on increase of non-whites that is Hispanics and African- Americans and also women entering workforce. The nations' answer this growing multiculturalism was provide equal opportunities minorities and that involved having quota for them. Organizations normally adhered this, satisfy legal requirements. However it was very reactive and contingent approach and did not and still does not have any support, even among minorities. Today organizations worldwide are realizing importance of diverse workforce as source of competitive advantage. Donkin (2007: 18) articulates it, the popular argument I have encountered time and again is that, diversity is good for business, nothing much is however done in organizations. The author asserts that diversity will actually help reduce unconscious bias and prejudices. Organizations are realizing benefits of diverse workforce with respect access wide range of information, better decisions, better problem solving and more innovation. They are seeing direct impact on bottom line, besides fact that it increases brand image of organization. Management Defined Many definitions of diversity and diversity management exist. Miller and Rowney (2005) have cited definition of diverse workforce, provided by Canadian Institute of Chartered Accountants and Society of Management Accountants of Canada (1996:307) as a workforce made ... distinct by presence of many religions, cultures or skin colours, both sexes (in non-stereotypical roles), differing sexual orientations, varying styles of behaviour, differing capabilities, and usually, unlike backgrounds. Douglas (2008) has described what diversity in US stands for and what it strives for and stresses that the goal is inclusion, systematic business strategy make certain that everyone in an organization shares same advantages: voice that is heard, access information necessary for success, productive links other coworkers and management, chance contribute, and opportunity advance professionally (in press). White (2000: 2-3) uses metaphor level playing field elaborating that it is necessary create an environment where each individual has same opportunity to score. Respect for employees, customers, communities, dealers, and suppliers; appreciation of and inclusion of every person and every perspective has been described as diversity. Hewlett, Luce and West (2005) have stressed on need redefine diversity, broaden definition from just inclusion, creating culture of which minority groups feel part of and can express themselves freely. They suggest innovative policies meet this end. Diversity management is voluntary corporate approach dealing with increasing demographic diversity in workplace (Ng & Burke 2005:.1196). It is suggested by Robinson and Dechant (1997:22) that lot of companies prefer using broad definition of diversity include, differences in gender, racio-ethnicity, age, physical abilities, qualities, and sexual orientation, as well as in attitudes, perspectives and background. Vedpuriswar (2008: 76) defines diversity as variety arising out of educational, cultural, racial, ethnic, age, religious and gender differences. Scholars and practicing managers alike have tried differentiate between policy of affirmative action and providing equal opportunity, with managing diversity. management allows organizations leverage diversity, accruing benefits from it, besides organizations embark on it voluntarily as compared affirmative action (Ng &Burke 2005). …

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