Certainly, taking advantage of the benefits of diversity in the workplace is not without its challenges. Whereas, challenges may include: communication techniques, resistance to change, implementation of diversity in the workplace policies, and successful management of diversity (Greenberg, 2004). Unfortunately, some of the negative qualities evident in a diverse workforce are: dishonesty, incompetence, and egocentricity (Bethel, 2016). Moreover, leaders face a greater challenge when the workforce has language barriers, cultural differences, religious biases, and other habits, patterns, or roles (Manning & Curtis, 2012).
Historically, the universal business world has increased the demand for employees from all walks of life (Holt, 2016). …show more content…
Absolutely, the organization has a moral and legal obligation to provide a safe place for all employees, but there is a fine line between being supportive and invading an employee 's privacy (Triplett, 2015). Notably, when dealing with an issue related to mental health challenges the organization must: perform due diligence, understand the rights of the employee, address values and conduct, and make resolving the issue a partnership (Triplett, …show more content…
Indeed, prejudice and bias are weakened as people work together and learn through respectful, positive experiences (Woods, 2011). Thus, an inclusive workplace functions with the expectations of relationship building and learning through fairness, consistency, and respectful interactions (Woods, 2011). However, being uncomfortable is a common reaction when confronted with what is unfamiliar and recognized as unsafe, risky, or breaking stereotypical social
Historically, the universal business world has increased the demand for employees from all walks of life (Holt, 2016). …show more content…
Absolutely, the organization has a moral and legal obligation to provide a safe place for all employees, but there is a fine line between being supportive and invading an employee 's privacy (Triplett, 2015). Notably, when dealing with an issue related to mental health challenges the organization must: perform due diligence, understand the rights of the employee, address values and conduct, and make resolving the issue a partnership (Triplett, …show more content…
Indeed, prejudice and bias are weakened as people work together and learn through respectful, positive experiences (Woods, 2011). Thus, an inclusive workplace functions with the expectations of relationship building and learning through fairness, consistency, and respectful interactions (Woods, 2011). However, being uncomfortable is a common reaction when confronted with what is unfamiliar and recognized as unsafe, risky, or breaking stereotypical social