Value of Diversity in the Workplace
The value of diversity in the workplace has been discussed and researches by multiple authors. Workplace diversity is already viewed as a category which is indispensable for a successful company or any related business entity. However, reality proves that the extent to which the staff in the workplace is diverse is far from being sufficient. Moreover, the lack of workplace diversity sometimes becomes a serious obstacle against resolving daily workplace issues. Introduction Speaker one – white male 49 years old (the head of the department)
Speaker two – white male, 32 years old Speaker three – white male, 30 years old Speaker four – white male 39 years old Speaker one: Hello colleagues, thanks for being at this meeting. I wanted to discuss the program I would like to implement at our small department. I am rather concerned at the fact that we do not exercise any diversity programs and I would like us to change our work emphasis and incentives by hiring new people of other origins and backgrounds. I believe this will turn into a breath of fresh air in our daily activities.
Speaker two: Well, this could be interesting but it is not relevant to our working environment. I don’t see any problems in the way we work now and hiring new people would be rather problematic. Speaker three: Yes, I agree. Moreover, we cannot spend our time at participating in this program. It could distract us from our primary obligations. I don’t think that hiring people of other ethnic backgrounds could bring some novelty into our daily work and provide us with new incentives.
On the contrary, we would spend our time trying to figure out how we should understand each other, and what each of us wants to do and to achieve. Speaker four: Besides, if new people are to be hired what will happen to us? I don’t think this is a good idea at all. We have never expressed any dissatisfaction with the people who surround us at work, so why do we have to change this? Discussion The question is how this issue could be resolved and how our head could avoid this failure if our staff were more diverse.
Of course, if I found myself surrounded by people of different ages, qualifications, backgrounds and cultures, various diversity programs would be better understood and accepted. The problem is that being among uniform non-diverse staff has far-reaching ramifications. First of all, the people of backgrounds different from ours usually constitute minority and value equal working opportunities. As a result, they would welcome any programs aimed at diversifying our workplace, and promoting diversity among engineers.
Second, as far as the program implementation failed due to misunderstanding between the staff and the head of the department, it is hardly possible that he will undertake another attempt in the nearest time. We are currently in the situation when the staff requires more urgent and unexpected measures to ensure our engineers are more diverse. Diversity in our workplace would save considerable efforts which could be directed at resolving other essential issues: for example, providing better work incentives for our staff.
Ultimately, diversity in the workplace is another engine driving efficiency and competition in the workplace. It is evident that our head realizes the potential of our department but does not see any means better than diversity to drive our work efforts. Thus, the lack of diversity in the workplace cannot be viewed as the major cause of diversity program failure: its ramifications are much more serious. The lack of diversity has resulted in the failure of an attempt to improve our mutual understanding, to improve our productivity and to change our workplace environment.
Diversity in the workplace is not only the means of hiring people of different backgrounds. The value of the workplace diversity is two-fold: on the one hand, by hiring people of different backgrounds, cultures, and skills company’s management provides them with equal opportunities to achieve success in business and career, especially when we speak about minorities. On the other hand, it is an effective tool of implementing competition and incentives towards career achievements among the staff. Many challenges and issues would be better and easier resolved if the workplace were more diverse.
However, we realize the importance and value of workplace diversity only when we face the issue we cannot resolve with the help of relatively uniform staff members. Conclusion Implementing workplace diversity programs and its failure is a very serious problem: it could support the strivings towards more diverse workplace. The program could be accepted and implemented in case our workplace was more diverse; simultaneously, the failure of the program has not changed the situation. Thus, more aggressive measures are required to make our workplace surrounding diverse, more challenging, more competitive, and less problematic.