Benefits And Challenges Of Workforce Diversity

1472 Words 6 Pages
Introduction
“Rapid internationalization and globalization have resulted in a diverse workforce in most Western countries”(Netto et. al 2014). A diverse workplace refers to the variety of differences between people in an organisation… which encompassses race, gender, ethnic group, age, … education, background.. “ (Greenberg 2004). Establishing a diverse workforce allows organisations to have different solutions in solving the problems within the organisation, it also provides a wider service to their customers in a global level. In contrast, it also comes with disadvantages in a diverse workforce, such as increased in conflicts, the costs of training the employee, communication issues. However, through effective diversity management managers
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al 2014) discussed the findings and results of the research study in relation to the the benefits and challenges of workforce diversity. The study illustrated that the employees migrating from overseas lack skills and qualifications and exaggerated of their fluency in English, the costs of training, minimal racial integration and being mutually accepted by other employees in the workplace. Hence, resulting in failing to use these migrants’ knowledge and skills leaving them to take unskilled jobs. In order for managers to overcome these challenges, they will need to implement a program teaching them English so that they are able to improve those employees from a non-English speaking background their English literacy skills. Furthermore, government can help improve integrating people that come from “non-traditional backgrounds into mainstream community” (Netto et. al 2014). This is evident in the quote “Although 24.8% of the total Australian workforce was born overseas, a further 26% have at least one parent born overseas. Migrants from over 130 different countries live in Australia and speak over 200 languages” (Netto et. al 2014). According to (Richard, Murthi &Ismail, 2007) increasing the amount of racial heterogeneity should diversify intergroup relations amongst other employees thus affecting the performance of …show more content…
According to their survey done in December 2010, the participation rate for women in the workforce have increased dramatically, evidently 48.3% of the workforce were women. Additionally, the ethnic diversity in New Zealand “has become much more salient” (Houkamau & Boxall 2011) this was caused by immigrants from East Asia, India, Africa, and Middle East. Therefore, due to the increase of ethnic diversity, it is important to have an understanding of diversity management for people in businesses, media and the government. Managing employees from diverse backgrounds can be difficult and costs the organisation to train and develop their skills, despite this, when they are managed effectively they are more productive, more satisfied, trusts their other employees in the workforce, they think more innovatively, able to network with other businesses that have diverse communities of customers. In contrast, there was a research that concluded “demographic diversity does not consistently lead to improved outcomes” (Houkamau & Boxall 2011), this reiterates that not all organisations are able to effectively manage diversity in their workforce. In order for organisations to overcome these obstacles, New Zealand EEO established a foster voluntary implementation of practices and policies, they run events for workplaces to

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