Challenges Of Workforce Diversity & How to Overcome It?

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What Is Workforce Diversity?

Workforce Diversity refers to the variety of differences between people in an organisation. Generally it arises due to differences in race, zender, age, personally, background, abilities, disabilities and religious etc of an employee.

Generally it is concerned with how people perceive themselves and also how others perceive how it is considered as an important issue or management.

According to the Chancellor’s committee Workforce Diversity is refined as “The variety of experiences in race, culture, religion, zender and other characteristics.

Therefore managing diversity is concerned with the planning and implementation of organisational systems and practices for managing personnel in order to maximise potential advantages and minimise its disadvantages.

Challenges Of Workforce Diversity

Workforce Diversity leads to ineffective communication that results in conclusion within teamwork. It also creates barriers in the smooth flow of organisational activity.

Resistance to change

Another challenge of workforce Diversity is resistance to change. It means employees are not interested to accept the fact which is required for the change of work place; they always have a mentality that “we have always done it in this way”.

Source Of Conflict

The source of conflict is considered as another challenge of workforce diversity. Generally it suffers no ideas, views etc given by different Workforces. So, it becomes very difficult to maintain cooperation and ensure smooth running.

Successful management is not possible

The workforce diversity creates serious problems in the path of successful management. The diversity training provided by the organisation is also not sufficient for implementation of diversity management planning.

Suggestion For Managing Workforce Diversity

  • The older employees should be provided better health care facilities and high pension costs.
  • The replacement of a centralised and uniform approach by a decentralised and plural system.
  • The training programs should be organised for creating awareness among the employees.
  • Increasing the number of female employees in the workforce of the organisation.
  • The implementation of a diversity audit system for the effectiveness of organisations.
  • The introduction of a proper communication system in the organisation.
  • The use of employee benefits grievance redressal mechanism and implement plans to overcome counterproductive behaviour.
  • The top management should develop cooperation among employees of different sectors to achieve organisational goals.

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