Workforce Diversity Definition

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Introduction
The purpose of this essay is to define workforce diversity and explore the implications of its adoption on an organisations behaviour. Firstly, the subtle variations in diversity description and meaning will be explored. Secondly, the effects both positive and negative on the organisation and individuals will be investigated. Thirdly, effective workforce diversity implementation methods will be discussed along with benefits. Finally, a summary and recommendation will be provided.

The term workplace diversity is usually defined as a workplace containing employees of different social, cultural and demographic segments, that bring differing viewpoints to an organisation (Pitt-Catsouphes et al. 2013 p.239). Diversity in the workplace can also be
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The selection of employees from diverse backgrounds enables the best talent available to be sourced and opens new markets to organisations, through segment insight, brought by multiple demographically located individuals (Aghazadeh 2004, p.526). Interestingly, rigid policy and harsh penalties for discrimination, tend to lessen the likelihood of reporting of minor incidents, therefore raising the level of toleration by affected groups (Bond & Haynes 2014, p.189). Unfortunately, despite Equal Employment Opportunities (EEO) legislation in Australia enforcing diverse workforces, research suggests an increase in work discrimination claims between 2004 and 2009 (Fujimoto et al. 2013, p.149). Another unwanted development of diversity policies, is alienating the majority employees, with non-merit based recruitment and advancement of minorities. Additionally, the cost of implementation and ongoing monitoring of these policies can be prohibitive (Aghazadeh 2004, p.527). Managers with a positive view on diversity will increase productivity, job satisfaction and innovative input of employees (Lundrigan et al 2012,

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