Managing Diversity Within An Organization

1674 WordsAug 26, 20147 Pages
Managing Diversity is often defined as a “management philosophy of recognising and valuing heterogeneity in organisations with a view to improve organisational performance” (Ozbilgin and Tatli, 2011). Hence recognising the wide variety of qualities possessed by people within an organisation and creating an environment that understands, values and utilises the differences within people. Due to the rapidly growing trends of a more diverse workforce, diverse market and globalisations of businesses, managing diversity is essential for business success through maximisation of utilization of a firm’s most important resources, its employees. This reflects two broad areas of investigation within managing diversity, one includes studies of the instrumental ways that diversity contributes to organisational performance; the other considers ethical and responsible ways that diversity at work can be managed. The Moral case has often been expressed in terms of Equal Opportunities, which has found manifestation in various pieces of legislation; the business case, instead, is often referred to in terms of managing diversity. However, it is hard to fully separate managing diversity in the workplace from the provision of equal employment opportunities, as legislation shapes the way in which diversity is managed found manifestation in various pieces of legislation; the business case, instead, is often referred to in terms of managing diversity. Recently, there has been a high-profile debate
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