Diversity in Organizations

Abstract
The paper discusses numerous issues associated with diversity in organizations. It is vital
to acknowledge that diversity has many benefits and demerits when applied in organizations. one
of the issues the paper addresses is the description of the benefits and challenges associated with
diversity. Additionally, the paper explains the significance of the benefits and challenges of
diversity in the workplace. Lastly, the paper presents a SWOT analysis of the benefits and
demerits of diversity in organizations.

Examination of each element

Different perspectives
Diversity in the workplace helps bring employees from different cultural backgrounds
and exhibit various traits. Also, diversity brings together employees with different skills and
experiences. It is vital to acknowledge that employees from varied cultural backgrounds have
different perspectives on how they view their work and roles in helping the organization achieve
its set goals (Cletus et al., 2018). Notably, employees who work in an organization that promotes
diversity have access to a variety of different perspectives, which is beneficial in planning.
A wider talent pool
A critical examination of diversity in organizations indicates that it helps create a wider
talent pool because it ensures that candidates from all backgrounds can be hired as employees. It
is vital to acknowledge that when an organization hires candidates from all walks of life create a
talent pool because the candidates possess numerous skills and knowledge (Cletus et al., 2018).
Notably, through diversity, organizations have a better chance to choose exceptional employees
who would improve their performance.

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Enhanced collaboration
Diversity is essential for the improved performance of organizations because it enhances
collaboration. Notably, enhanced collaboration is the ability of employees to work together to
achieve the set objectives of a firm. Organizations often face problems that require to be solved
through a collaborative culture. Remarkably, diversity ensures that employees with different
expertise come together to solve business problems and promote creativity.
Improved staff retention
Staff retention refers to the ability of an organization to prevent its employees from
seeking employment opportunities in other firms. Diversity has helped organizations retain
employees because it ensures that the work environment is inclusive to accommodate all
employees’ individual characteristics and perspectives. With diversity, employees often feel
accepted and valued, reducing their tendency to seek opportunities in other organizations.
Improved recruitment and reputation
An examination of diversity indicates that it improves the recruitment and reputation of
organizations. Notably, diversity ensures that the hiring team has many candidates to choose
from during the recruitment process. Remarkably, reputation refers to the portrayal of an
organization by the public. In most cases, organizations that promote diversity are often seen as
socially responsible by the general public.
Communication issues
As much as diversity has its benefits, it also has challenges. One of the challenges
associated with diversity is communication issues. Some of the communication issues that may
be prevalent include trouble with different accents and fluency. It is vital to acknowledge that
different employees have different accents, making it difficult for others to understand them.

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Also, communication issues may arise from conflicting norms of communication as different
employees have different ways of communicating.
Slower decision-making
Organizations that promote diversity may have problems with decision-making. In cases
where employees are allowed to participate in decision-making, the difference in opinions and
ideas may make it difficult to arrive at an amicable agreement (Don-Solomon & Fakidouma,
2021). With much time taken to arrive at a suitable argument, the decision-making process
becomes slower. Additionally, the decision-making may become slower when participants in the
process do not understand each other due to the difference in their accents.
Inequitable inclusion
Inclusive workplace often has a different meaning to every employee. For instance, a
transgender individual may expect diversity to entail the use of certain pronouns. When such
pronouns are not added, the transgender employee may feel sidelined by the organization.
Remarkably, it is difficult for organizations to create an inclusive work environment that meets
the needs of all employees.
Discrimination
As organizations diversify, they may see increased instances of discrimination and
harassment. Diversity means working with employees from different cultural backgrounds
whose understanding of an inclusive work environment differs (Don-Solomon & Fakidouma,
2021). Discrimination may also originate from the achievement of different employees, as well-
performing employees may be rewarded better than others. It is the responsibility of managers of
organizations to ensure all necessary steps are implemented to achieve equality.

Significance of each element

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Different perspectives
A critical examination of different perspectives as a benefit of diversity in an
organization indicates that it is significant due to numerous reasons. First, different perspectives
help plan and implement business strategies (Cletus et al., 2018). Additionally, different
perspectives help organizations to have highly skilled employees.
A wider talent pool
It is vital to acknowledge that organizations should have a wider talent pool because it
ensures that performance is improved because employees work diligently. Additionally, a wider
talent pool enhances creativity and innovation because employees possess exemplary skills and
knowledge. Also, a wider talent pool is significant because it gives an organization a competitive
advantage over its rivals.
Enhanced collaboration
Organizational leaders assert that enhanced collaboration among employees is significant
in many ways. First, enhanced collaboration improves the productivity of organizations as it
promotes teamwork. Additionally, enhanced collaboration as a benefit of diversity gives
employees a sense of purpose in an organization (Cletus et al., 2018).
Improved staff retention
A critical examination of improved staff retention indicates that it is significant due to
various reasons. To start with, staff retention enables organizations to continuously improve their
productivity. Also, staff retention enables organizations to effectively compete with other firms
as they possess highly skilled employees.
Improved recruitment and reputation

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Improved recruitment and reputation are significant to organizations in various ways.
First, improved recruitment ensures that firms hire employees with exemplary skills and
knowledge, improving productivity (Cletus et al., 2018). Also, a better reputation enables
organizations to realize increased sales volume because of the excellent image to the public.
Communication issues
Communication issues are significant because they enable leaders to investigate the cause
of misunderstandings between employees. Additionally, communication issues help employees
appreciate their culture differences (Hasan, 2019). Notably, leaders have noted that
communication issues interfere with the smooth running of an organization.
Slower decision-making
An examination of slower decision-making indicates that it is important because it helps
leaders understand the impact of the sluggish implementation of policies. Additionally, slow
decision-making helps leaders to develop better communication methods between employees and
management (Hasan, 2019). Remarkably, slow decision-making is significant as it helps make
well-thought decisions, which are beneficial to organizations.
Inequitable inclusion
Regarding diversity in the workplace, inequitable inclusion helps leaders understand all
employees’ needs. Also, inequitable inclusion assists leaders to pay attention to the feedback
from employees having worst experiences in the organization. Additionally, this element helps
employees appreciate the organization’s efforts in creating a conducive working environment.
Discrimination
Discrimination is significant in organizations because it helps leaders understand the
biases and harassment issues employees face. Also, discrimination is important because it helps

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leaders to identify areas of improvement to achieve equal treatment of employees. The other
reason discrimination is significant is that it helps employees to appreciate their differences and
rectify them accordingly.

SWOT of each element and effects on an organization

Different perspectives
The main strength of different perspectives is that it helps in the execution of business
strategies. The weakness is that it may lead to disagreement in opinions during meetings.
Different perspectives allow employees to share ideas (Don-Solomon & Fakidouma, 2021). The
main threat of this element is that it can result in competition among employees.
A wider talent pool
The strength of this element is the availability of skilled personnel. One of the
weaknesses of a wider talent pool is disagreement with management on decision-making. This
element presents organizations with an opportunity to become innovative. The threat associated
with the element is the redundancy of some employees.
Enhanced collaboration
The strength of this element is improved teamwork. One of the weaknesses is that it may
delay programs when a team member is sluggish. Enhanced collaboration presents employees
with an opportunity to learn from team members. The threat associated with enhanced
collaboration is differences in opinions.
Improved staff retention
The strength of this element is the availability of skilled personnel. One of the
weaknesses of this element is the large amount of rewards to retain employees. Improved staff

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retention provides an organization to continuously grow. The main threat of this element is laxity
in the workplace by employees.
Improved recruitment and reputation
The strength of this element is hiring skilled personnel while its weakness is that
organizations spend much on wages. Improved recruitment and reputation presents organizations
with an opportunity to gain a competitive advantage over its rivals.
Communication issues
The strength of this element is enlightenment of leaders on issues affecting employees.
The weakness is that it reduces productivity (Hasan, 2019). The opportunity it presents is to
resolve issues derailing organizational performance. The threat is that the organization may lose
its reputation.
Slower decision-making
The strength of this element is adequate time for decision-making. The weakness is that it
may delay the implementation of decisions. Slower decision-making ensures that suitable
decisions are made. The threat is the wastage of precious time.
Inequitable inclusion
The strength associated with this element is the recognition of the needs of employees.
The weakness is that it undermines the needs of employees. The opportunity enables leaders to
create a conducive working environment for employees. The threat may be staff burnout.
Discrimination
The strength of this element is the recognition of biases. The weakness is that it
undermines the welfare of employees. The opportunity presented is that leaders can reduce
instances of biases. The threat is that employees may opt to work in other firms.

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References

Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of
workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal
of Business and Public Administration, 9(2), 35-52.
Don-Solomon, A., & Fakidouma, P. (2021). Managing Cultural Diversity: Implication for
Organizational Innovativeness. European Journal of Business and Management
Research, 6(4), 368-371.
Hasan, A. (2019). Workforce Diversity: Boon or Bane to the Organisation. IIBM’S Journal of
Management Research, 7-16.