GRP Directions are in the papers added GRP Question: If diversity is so very important within the workplace, why does it seem that they only focus on one

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Question: If diversity is so very important within the workplace, why does it seem that they only focus on one group of people?

How: it is very clear to understand why diversity was needed to be introduced into the workplace, however, in such places like the plants, they seem to only hire one group of people, for higher positions

Research question: diversity is needed to balance out of workplace, but what happens when diversity is not being implemented correctly?

(You can change the research question around to make it more appropriate, this is just a layout)

Literature Reference:

My literature review:

Introduction:

DEI abbreviations stand for Diversity, Equity, and Inclusion; therefore, the term DEI is mainly used as an initiative that aims to maintain and improve diversity, inclusion, and equity in a workplace. In an organization, DEI initiatives refer to a conceptual tool used to promote the workplace’s full participation and fair treatment of all stakeholders. Diversity in the context of DEI refers to an individual’s involvement with several backgrounds and different identities. Diversity initiative comprises ways people’s identities in a workplace, such as age, sexuality, religion, race, and ethnicity, can be different. Equity initiative refers to equitable treatment and conditions within a workplace which enable people to participate and engage equally.

Language and Cultural Diversity as Elements of Diversity

All elements of diversity in a workforce have different impacts on an organization’s progress. Therefore, it is upon organizational management to ensure they attained positive results from the involved diversity. Language as an element of diversity in business activities refers to a tool of expression that expresses the entire stakeholder’s culture by communicating people’s beliefs, values, customs and fostering feelings of group solidarity and identity. Notably, language as an element of diversity is an inseparable culture section. Language diversity in a workplace encrypts society’s values and norms besides playing a critical role in celebrating and preserving cultural diversity (Jonasson, Lauring & Guttormsen, 2018 np). Language is a window into its respective culture, reasoning, and social living. Therefore, many organization experiences universal cognizance of the fact that language diversity contributes to organizational success through ensuring intercultural dialogue and cultural diversity.

Cultural Diversity

In a workplace, cultural diversity is considered and defined as underlying values that direct people’s behavior within an organization. Remarkably, cultural diversity occurs in a workplace due to employees’ traditions, practices, beliefs, and values based on gender, race, age, religion, and ethnicity. Currently, economic globalization in the workforce has emerged as one of the considerable cultural diversity’s driving forces; the above effort has exposed employers to the fact that diversity provides intangible and material benefits in an organization. Therefore, for employers to reap cultural diversity benefits in a workplace must use language tools to communicate their effort and commitment in addressing some of the possible challenges experienced in a diverse workforce. In the modern business environment, some issues associated with cultural diversity has emerged as threats in the various workplace. For instance, many organizations that have emerged due to the positivity of cultural diversity have experienced challenges on how to facilitate people belonging to different groups to work cohesively. Relating to cultural diversity, the following are some of the key issues that should be addressed in a workplace; the first vital issue is a conflict that occurs as a result of prejudice, racism, discrimination, and lack of respect is practiced in the workplace (Chau et al. 2021 pp 31). Secondly, harassment and disregarding needs, which occur following the company’s ignorance on the needs of disabled employees when not well addressed, obstructs the realization of organizational goals, are other essential issues to consider.

Benefits of Cultural Diversity

Application of cultural diversity in a workplace is associated with benefits that an organization enjoys from the applied cultural diversity; the following are some of the benefits of cultural diversity.

1. Perspectives Inspiration of Creativity and Drive Innovation

The way people perceive their culture can influence the real world. A viewpoint’s variety besides wide-ranging personal and professional experience can result in a perspective that can inspire employees to consider the workplace and world differently. Therefore, diversity of thoughts breeds creativity and drives innovation to ensure customers’ needs are met. Additionally, creating a platform that enhances the exchange of business ideas reaps more benefits of cultural diversity in a workplace (Clark, 2020 pp 2). Notably, in an organization, the appropriate way of ensuring the development of innovative ideas is via an inclusive and diverse workforce.

2.  Knowledge and Insight of Local Market Makes a Company Competitive and Profitable

Applying a multi-cultural workforce in a business company provides a significant edge and expansion into a new market. Understanding the competitive landscape, laws, customs, and regulations allows an organization to thrive, local links and cultural understanding boost international workforce development. Therefore, emerging more competitive in the field ultimately means being profitable. According to research from McKinsey research findings, diversity is explained as good for the bottom line of a business, and ethnically varied companies are 35% likely to receive financial returns compared to the nationwide median industry (Clark, 2020 pp 3)

3.  Cultural Sensitivity Makes Local Knowledge and Insight of Higher Quality to Meet Needs of Targeted Market

Understanding cultural diversity and local market skills subject a company to a more effective marketing strategy. Therefore, knowledge of a certain market and insight becomes invaluable in terms of imagery and design, resulting in a sensitivity of high-quality skills that enable a company to enter successfully in the targeted market.

4. Cultural Diversity enables Company to Attract and Retain the Best Talent

Today, two-thirds of job hunters miss opportunities because of not conversing with cultural diversity, which is essential for evaluating job offers and companies. In the modern competitive international job market, demonstrating an organization is invested through nurturing an inclusive and multi-cultural environment enables the institution to emerge successfully. Significantly, making diversity a critical part of the enlisting process broadens perspective workers’ talent (Marcelin et al. 2019 pp 65). Workers in a diverse workplace remain loyal and feel valued for their effort, which fosters joint respect among workers.

5. Cultural Diversity offers a Wide Range of Goods and Services

Drawing aptitude pool from cultural diversity enables an organization to benefit from hiring experienced professionals, hence maintaining the growth of an institution. A broader and diverse skill offers goods and services which enable a business to emerge competitive in the market because of having competitive merits of adaptability (Clark, 2020 pp 4). Notably, a firm with cognitive and cultural diversity is faster to spot a market niche and have insight and experience, making a company flexible to meet varying consumer behavior.

6.  Opportunity for Personal and Professional Growth

Culturally and inclusively, the diverse company attracts internationally minded and brilliant professionals who appreciate available opportunities useful in personal and professional business growth. Working across cultures enables an organization to enrich experience from around the globe (Hardy & Nortje, 2020 pp 1). Bonding differences and similarities help an organization become global and more diverse besides exposing workers to new approaches and skills to develop an international network that makes their career broad and capable of achieving professional and personal growth.

DEI Initiatives that may Reduce Language and Cultural Barriers in the workplace

Following today’s state of competition in the market, business leaders have noted the importance of creating DEI programs to drive business activities towards achieving the goals and objectives of an organization. When an organization wants workers to have a sense of belonging, embracing DEI initiatives can positively impact their work engagement and satisfaction. Significantly, following the above work engagement and satisfaction, the company expects increased productivity and employee retention (Carey, 2020 np). Diversity, equity, and inclusion initiatives play a critical role in reducing language and cultural barriers in a workplace; the following are various approaches the above initiatives use in reducing impacts of cultural and language barriers.

1. Language Barrier in a Workplace

The inclusive initiative reduces language barriers by combating all noted barriers with language training. For instance, in a situation whereby a workplace has a large number of France, the above initiative recommends for the workers to have introductory French language training; the above provides workers with a good understanding of where the French workers come from hence reducing the impacts of a language barrier in the workplace. Secondly, inclusive initiative reduces challenges of a language barrier in a workplace by encouraging employees to explore other cultures to become conversant with many languages in the market. Language being an intrinsic section of culture, encouraging workers to explore other cultures helps reduce the language barrier. Thirdly, equity initiative through discussing cultural differences in a workplace reduces language barrier problems. In a workplace, the above initiative significantly educates workers on cultural differences to reduce the language barrier (Bethune 2020 np).

2. Cultural Barriers in the Workplace

The challenge of cultural barriers in a workplace is highly reduced by applying equity initiative since each culture has its unique norms and members of the same community have mutual understandings; the cultural barrier occurs when employees of diverse cultures interact in the workplace. Therefore, equity initiative through enhancing workers’ interaction solves the cultural obstacles in the workplace by establishing common standards for all workers in an organization. Secondly, equity reduces cultural barriers’ challenges by creating an organizational culture common to all workers in a workplace; therefore, for all employees belonging to the same organizational culture, some barriers associated with cultural diversity may not be experienced in an organization (Yilmaz et al. 2017 pp 154).

 

References

 

Bethune, A., McCambly, H., Rodgers, A. J., & Villanosa, K. (2020). Insights on (In) Equity Initiatives in the Context of Discourse, Organizations, and Identity.

Carey, H. (2020). Anti-Oppression Mindsets for Diversity, Equity, and Inclusion Initiatives.

Chau, P., Fitzgerald, B., Sarker, S., Carte, T., Kohli, R, Fitzpatrick, L., & Nelson, M. (2021). Diversity, Equity, and Inclusion Initiatives across all Community. Communications of the Association for Information Systems49(1), 31

Clark, H. H. (2020). Common ground Aspect of Diversity, Equity, and Inclusion Initiatives. The International Encyclopedia of Linguistic Anthropology, 1-5.

Hardy, N., & Nortje, N. (2020). Facilitated Conversation: A Useful Tool in Business Activities. Canadian Journal of Bioethics/Revue canadienne de bioéthique3(1).

Jonasson, C., Lauring, J., &Guttormsen, D. S. (2018). Inclusive Management in DEI Initiatives: How does it affect language barriers and cultural differences in a workplace? Personnel Review.

Marcelin, J. R., Siraj, D. S., Victor, R., Kotadia, S., & Maldonado, Y. A. (2019). The impact of Unconscious Bias in the Workforce. The Journal of infectious diseases220(Supplement_2), S62-S73.

Yilmaz, M., Toksoy, S., Direk, Z. D., Bezirgan, S., &Boylu, M. (2017). Cultural sensitivity among organizational workforce: A descriptive study. Journal of Nursing Scholarship49(2), 153-161.

(Language and Cultural Diversity as Elements of Diversity

You don’t need the sub-heading of cultural diversity – just start another paragraph.

It looks like two articles were used, it would be stronger with at least three.

Right now the body is at 372 words … expand that closer to 500

 

Benefits of Cultural Diversity

Please do not number the sections.  Consider the topic breakdown that you’d like to address and then write a strong paragraph or two on each. For example, instead of the first numbered item, use that concept in your opening sentence for the paragraph. 

The ideas and concepts are there – awesome – now bring them together into a cohesive presentation.

 

DEI Initiatives that may Reduce Language and Cultural Barriers in the workplace

Again – don’t number – just start a paragraph with a topic sentence.

Right now the body is at 381 words … expand that closer to 500)

Analysis Reference Example:

Synthesis

Employees are becoming digital nomads, traversing worldwide, interacting with different cultures, and learning new languages. Covid Pandemic increased the uptake of remote working. Remote working has dramatically influenced the uptake of diversity in workplaces. Employees worldwide now have an equal opportunity to work for any multinational company/organization. The different pool of skills, abilities, strengths, and experiences has led to increased innovations and profits in companies. Managing diversity at the work levels is key to the success or failure of multi-cultural organizations. Preventing tension and misunderstandings among culturally diverse employees prioritizes their performance. ​​Therefore, this research focuses on managing diversity in the workplace.

Recommendation

Diversity in the workplace is where an organization hires talent from different cultural backgrounds. Talent is used to refer to an employee. Diversity also applies to elements that make up an individual, such as gender, race, ethnicity, age, sexuality, language, and education (Hung, 2021). 

Diversity in the workplace is not only about hiring multicultural workers or meeting the equity brackets on gender balance; it also applies in its inclusion. The first step for an organization to achieve diversity is attracting employees from diverse backgrounds. The next important step is to create conditions that ensure that the particular talent succeeds and integrates easily with the corporate culture. Additionally, the employee should feel included in the organization.

Language is how people express themselves and pass a message. In most organizations, English is used as means of communication. The translation may be lost for those who are not native speakers and use it as a second or third language. For instance, the KFC in China had a poor translation of the KFC tagline from “Finger licking good” to “so tasty, you will eat your fingers off”. For effective communication having bilingual or multilingual employees offers numerous benefits and creates trust within the organization and its external partners. For example, in an organization carrying out business with a French client, switching from English to French while conversing ensures that the majority understands the message (Kim et al., 2018).

Culture refers to ideas, customs, and social behaviors that a particular group of people has agreed or perceived as a way of life. Cultural diversity occurs in two ways; first, international organizations with offices in different geographic locations with distinct cultures. Secondly, when organizations employ talent from other ethnic groups or races. Having one goal, mission, and vision and ensuring it is well communicated drives everyone in one direction. A common goal helps you identify the workforce’s differences and use them as strengths (Hung, 2021).

Having a culturally diverse workforce inspires creativity and drives innovation. During brainstorming sessions, employees share ideas from their unique and rich experiences and backgrounds, giving rise to innovative concepts on improving a particular product or service. Additionally, due to increased employee inclusion, employees can pioneer new ideas and new products that increase the revenue turnover of the business. Organizations can also tap into new markets that they previously did not have access to.

Moreover, recruitment of new employees is simplified since engaging in diversity opens doors to a wide pool of potential talent to choose from. This includes the minority workforce, including females who bring a unique perspective to the business. The rise in skills in minority groups enables them to offer their skills at a global level. Organizations embracing diversity are recognized and get a good reputation. This increases their chances of attracting talent and retaining them over long periods. For example, Accenture PLC is recognized among the top companies embracing diversity due to the inclusion of minority groups, especially females. 

However, embracing diversity is easy, but organizations have to put more effort into effective diversity, equity, and inclusion initiatives to reap benefits from it. Employees from diverse backgrounds, especially the minority group, need to feel accepted, included, and different at the same time to ensure quality and high performance. For example, when Google started initiatives to employ females, an internal memo that leaked to the public from a male executive diminishing a female new recruit called on Google to take action. Google fired the executive and released a public apology on the issue (Tran, 2021).

Additionally, due to the different cultural practices, some employees, especially those in junior roles, may be less likely to voice their ideas or take part in discussions that involve seniors. This is challenging especially for employees from polite cultures. For example in Japan, while an employee from European countries is more likely to speak up and negotiate. Organization should put in place initiatives that support such employees to adapt to the new culture ((Li (李永), 2020).

Recommendations for Implementation

One recommendation to counteract the diversity issues is that organizations should embrace diversity training. Diversity training can also be called sensitivity training. This train focuses on educating employees on cultural differences that exist in the organization and how to better appreciate one another. Using the shared mission and vision across the organization the employees are shown and directed on how to behave and communicate in corporate culture. Some topics that are covered in diversity training include communication skills, etiquette, mentorship, and teamwork (Rawski & Conroy, 2020).

To effectively reap the benefits of diversity training the organization can implement open policy offices where the junior employees can approach any senior or management employees without having to follow a hierarchical structure. The junior can report on any issues they deem fit such as how they are being treated, sexual harassment especially for the females, and bullying cases from other senior employees. Additionally, new members should be assigned mentors once they join the organization to enable them to navigate the corporate environment easily and make the most out of it. New members now understand what the organization stands for.

Minimizing Roadblocks

Roadblocks to anticipate during the implementation of a diverse workforce are stereotyping, ingrained and unconscious cultural biases, and prejudice. Fostering integration between teams and ensuring teams work together improves teams’ productivity and facilitates knowledge transfer. Negative Stereotyping or existing prejudice between ethnicities can be pernicious to employees’ productivity. Office outdoor activities are another way of integrating employees to learn about each other in an informal setting, gaining trust, and improving teamwork. Moreover, organizations can plan Feeder recruitment graduate programs to ensure that employees decide to come on board as fulltime employees with an understanding of how the company works (Brewster & Nowak, 2020).

In conclusion, diversity is like inviting one to a party; while this is gracious enough, ensuring that the invitee dances at the party and has a good time is the real deal. A diverse and inclusive workforce yields numerous benefits for an organization. Access to a skilled workforce, increase in productivity, and high revenue turnover. Initially, diversity may bring challenges, but with a skilled and committed leadership, diversity and inclusion are possible.

 

 

References

Brewster, Z. W., & Nowak, G. R. (2020). Racialized Workplaces, Contemporary Racial Attitudes, and Stereotype Endorsement: A Recipe for Consumer Racial Profiling. Sociological Perspectives, 64(3), 343–364. https://doi.org/10.1177/0731121420946775

Hung, C. (2021, August 12). Managing Diversity In The Workplace: Age, Language And Culture. Forbes. https://www.forbes.com/sites/forbesbusinesscouncil/2021/08/12/managing-diversity-in-the-workplace-age-language-and-culture/?sh=6b255f36e954

Kim, R., Roberson, L., Russo, M., & Briganti, P. (2018). Language Diversity, Nonnative Accents, and Their Consequences at the Workplace: Recommendations for Individuals, Teams, and Organizations. The Journal of Applied Behavioral Science, 55(1), 73–95. https://doi.org/10.1177/0021886318800997

Li (李永), Y. (2020). Institutional Discrimination and Workplace Racism. Journal of Chinese Overseas, 16(2), 267–301. https://doi.org/10.1163/17932548-12341426

Rawski, S. L., & Conroy, S. A. (2020). Beyond demographic identities and motivation to learn: The effect of organizational identification on diversity training outcomes. Journal of Organizational Behavior, 41(5), 461–478. https://doi.org/10.1002/job.2439

Tran, B. (2021). (LGBT) Diversity and Equality in the Workplace: Playing with Fire. Academia Letters. https://doi.org/10.20935/al1411

Synthesis Reference

Synthesis

Employees are becoming digital nomads, traversing worldwide, interacting with different cultures, and learning new languages. Covid Pandemic increased the uptake of remote working. Remote working has dramatically influenced the uptake of diversity in workplaces. Employees worldwide now have an equal opportunity to work for any multinational company/organization. The different pool of skills, abilities, strengths, and experiences has led to increased innovations and profits in companies. Managing diversity at the work levels is key to the success or failure of multi-cultural organizations. Preventing tension and misunderstandings among culturally diverse employees prioritizes their performance. ​​Therefore, this research focuses on managing diversity in the workplace.

Recommendation

Diversity in the workplace is where an organization hires talent from different cultural backgrounds. Talent is used to refer to an employee. Diversity also applies to elements that make up an individual, such as gender, race, ethnicity, age, sexuality, language, and education (Hung, 2021). 

Diversity in the workplace is not only about hiring multicultural workers or meeting the equity brackets on gender balance; it also applies in its inclusion. The first step for an organization to achieve diversity is attracting employees from diverse backgrounds. The next important step is to create conditions that ensure that the particular talent succeeds and integrates easily with the corporate culture. Additionally, the employee should feel included in the organization.

Language is how people express themselves and pass a message. In most organizations, English is used as means of communication. The translation may be lost for those who are not native speakers and use it as a second or third language. For instance, the KFC in China had a poor translation of the KFC tagline from “Finger licking good” to “so tasty, you will eat your fingers off”. For effective communication having bilingual or multilingual employees offers numerous benefits and creates trust within the organization and its external partners. For example, in an organization carrying out business with a French client, switching from English to French while conversing ensures that the majority understands the message (Kim et al., 2018).

Culture refers to ideas, customs, and social behaviors that a particular group of people has agreed or perceived as a way of life. Cultural diversity occurs in two ways; first, international organizations with offices in different geographic locations with distinct cultures. Secondly, when organizations employ talent from other ethnic groups or races. Having one goal, mission, and vision and ensuring it is well communicated drives everyone in one direction. A common goal helps you identify the workforce’s differences and use them as strengths (Hung, 2021).

Having a culturally diverse workforce inspires creativity and drives innovation. During brainstorming sessions, employees share ideas from their unique and rich experiences and backgrounds, giving rise to innovative concepts on improving a particular product or service. Additionally, due to increased employee inclusion, employees can pioneer new ideas and new products that increase the revenue turnover of the business. Organizations can also tap into new markets that they previously did not have access to.

Moreover, recruitment of new employees is simplified since engaging in diversity opens doors to a wide pool of potential talent to choose from. This includes the minority workforce, including females who bring a unique perspective to the business. The rise in skills in minority groups enables them to offer their skills at a global level. Organizations embracing diversity are recognized and get a good reputation. This increases their chances of attracting talent and retaining them over long periods. For example, Accenture PLC is recognized among the top companies embracing diversity due to the inclusion of minority groups, especially females. 

However, embracing diversity is easy, but organizations have to put more effort into effective diversity, equity, and inclusion initiatives to reap benefits from it. Employees from diverse backgrounds, especially the minority group, need to feel accepted, included, and different at the same time to ensure quality and high performance. For example, when Google started initiatives to employ females, an internal memo that leaked to the public from a male executive diminishing a female new recruit called on Google to take action. Google fired the executive and released a public apology on the issue (Tran, 2021).

Additionally, due to the different cultural practices, some employees, especially those in junior roles, may be less likely to voice their ideas or take part in discussions that involve seniors. This is challenging especially for employees from polite cultures. For example in Japan, while an employee from European countries is more likely to speak up and negotiate. Organization should put in place initiatives that support such employees to adapt to the new culture ((Li (李永), 2020).

Recommendations for Implementation

One recommendation to counteract the diversity issues is that organizations should embrace diversity training. Diversity training can also be called sensitivity training. This train focuses on educating employees on cultural differences that exist in the organization and how to better appreciate one another. Using the shared mission and vision across the organization the employees are shown and directed on how to behave and communicate in corporate culture. Some topics that are covered in diversity training include communication skills, etiquette, mentorship, and teamwork (Rawski & Conroy, 2020).

To effectively reap the benefits of diversity training the organization can implement open policy offices where the junior employees can approach any senior or management employees without having to follow a hierarchical structure. The junior can report on any issues they deem fit such as how they are being treated, sexual harassment especially for the females, and bullying cases from other senior employees. Additionally, new members should be assigned mentors once they join the organization to enable them to navigate the corporate environment easily and make the most out of it. New members now understand what the organization stands for.

Minimizing Roadblocks

Roadblocks to anticipate during the implementation of a diverse workforce are stereotyping, ingrained and unconscious cultural biases, and prejudice. Fostering integration between teams and ensuring teams work together improves teams’ productivity and facilitates knowledge transfer. Negative Stereotyping or existing prejudice between ethnicities can be pernicious to employees’ productivity. Office outdoor activities are another way of integrating employees to learn about each other in an informal setting, gaining trust, and improving teamwork. Moreover, organizations can plan Feeder …

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