Required Tools for Managing Diversity

Effective managers are aware that certain skills are necessary for creating a successful and diverse workforce. First, managers must understand discrimination and its consequences. Second, managers must recognize their own cultural biases and prejudices. Diversity is not about differences among groups, but rather about differences among individuals. Each individual is unique and does not represent or speak for a particular group. Finally, managers must be willing to change the organization if necessary.
Organizations need to learn how to manage diversity in the workplace to be successful in the future. Unfortunately, there is no single recipe for success. It mainly depends on the manager’s ability to understand what is best for the organization based on teamwork and the dynamics of the workplace. According to Roosevelt (2001), managing diversity is a comprehensive process for creating a work environment that includes everyone. When creating a successful diverse workforce, an effective manager should focus on personal awareness. Both managers and associates need to be aware of their personal biases.
Therefore, organizations need to develop, implement, and maintain ongoing training because a one-day session of training will not change people’s behaviors. Managers must also understand that fairness is not necessarily equality. There are always exceptions to the rule. Managing diversity is about more than equal employment opportunity and affirmative action. Managers should expect change to be slow, while at the same time encouraging change. Another vital requirement when dealing with diversity is promoting a “safe” place for associates to communicate.

Social gatherings and business meetings, where every member must listen and have the chance to speak, are good ways to create dialogues. Managers should implement policies such as mentoring programs to provide associates access to information and opportunities. Also, associates should never be denied necessary, constructive, critical feedback for learning about mistakes and successes. Some of the HRM tools to manage diversity and face the issue of discrimination include: ? Application of perfect laws and legislations against discrimination ? Affirmative actions ? Diversity training
Personality development Conclusion A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges.
Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organizations need to learn how to adapt to be successful. Diversity, if positively managed, can increase creativity and innovation in organizations as well as improve decision making by providing different perspectives on problems.
References
1. Stephen P. Robbins, Organizational Behavior, Prentice Hall of India, Tenth Edition. Pg. 14-15. 2. Garry Dessler, Human Resource Management, Eastern Economy edition, Pg 25-57.

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