Diversity Cultural and Individual Diversity

Diversity

Cultural and individual diversity in the contemporary business environment and workplace is a topic of debate in many companies today. It is a subject that is often to be found in journals and literature on modern business. In essence, diversity in the workless is an issue that is concerned with "….recognizing, respecting and valuing differences based on ethnicity, gender, color, age, race, religion, disability, national origin and sexual orientation" (Business Case for Diversity). Furthermore, the subject of diversity also includes other differences that should be acknowledged and accommodated in the modern workplace. These include aspects such as "…communication style, career path, life experience, educational background, geographic location, income level, marital status, military experience, parental status and other variables that influence personal perspectives" (Business Case for Diversity)

The central reason that is given for the importance of diversity, and particularly cultural diversity, in modern business is that it is in the first instance a moral and ethical issue. In democratic societies it is felt that it is an ethical imperative and essential to recognize differences between people and not to marginalize or be prejudiced against others in the workplace because they have different views, cultures and potentials. This has resulted in the commonly held view that; "A culturally diverse, inclusive workforce is well supported by social work values and ethics" (Stretch, 2006).

There is another more practical reason for the importance of the acceptance and integration of diversity in business. This refers to the value of diversity in relation to business success and attainments. As one expert on this subject notes: "Workforce diversity needs to be viewed as a competitive advantage and a business opportunity" (Business Case for Diversity). In other words, diversity is seen as being positive in that it provides the business or company with a rich array of potential for growth and development. As one study states, " Diversity, then, is also about diversity of thought. And superior business performance requires tapping into these unique perspectives" (Black & Porter, 1991). The following discussion will briefly examine five areas of diversity in the modern workplace.

1. Ethnicity

The openness of a business to unprejudiced acceptance of differences in the ethnic and cultural composition of staff is related to the issues of social and political responsibility in a democratic society. In contrast, those businesses that are not open to individuals from different ethnic groups are criticized for not complying with basic socially accepted norms. In other words, the business should not base its recruitment of staff and the manner in which staff are promoted on color or ethic background but rather on the ability and potential of the individual or employee. The individual should feel that his ethnic background does not reflect negatively in any sense on his advancement in the company.

This is a subject that has come under the spotlight in labour issues and company policies in recent years. As one study notes, …race-ethnicity-based stereotypes and expectations, as well as outright prejudice, can influence formal and informal interethnic interactions. For example, during formal performance evaluations, white raters tend to weigh social behavior skills (e.g., friendliness, acceptance by others, sensitivity) more heavily for black ratees than white ratees..."

(Wanguri, 1996).

This is related to the issue of stereotypes of ethnicity that often unfairly prejudice individuals. There is a strong drive in most countries and businesses to eradicate inequality and prejudice based on ethnicity. This is also important from a practical business perspective, in that such inequalities and stereotypes tend to cause conflict within the company.

3. Gender

Gender and the 'glass ceiling' has been a centre of debate and contention in the last decade. Women in business have often felt discriminated against in terms of their gender and have in many cases been prevented from advancement in a male-centred world. This situation has changed to a great extent with the recognition of gender discrimination in companies and in the workplace.

The term 'glass ceiling' refers essentially to the obstacles that prevent women from achieving promotion and advancement in the business world. (Madden, 2000) It also refers to artificial barriers created on the basis of gender discrimination (Madden, 2000).The glass ceiling is therefore seen as a discriminatory practice that prevents diversity in the workplace. This fact has been formally recognized and legislation against it has been passed. The Glass Ceiling Act, as part of Title II of the Civil Rights Act of 1991, was introduced by Senator Robert Dole and signed by President Bush. It has been widely recognises that women are just as capable as men in bringing new insight and perspectives into the business environment.

4. Age

Another form of unfair discrimination that prevents diversity in the workplace is ageism. Ageism refers to the view that those who are older are less capable and this in turn leads various social and cultural stereotypes that denigrate the older person's sense of well-being and esteem.

Ageism is described as; "…a tendency to structure society based on an assumption that everyone is young, thereby failing to respond appropriately to the real needs of older persons" (Ageism: Canadian Network for the Prevention of Elder Abuse). In the business world this means that the older person is discriminated against and the younger individual is seen as being more capable and effective simply by virtue of age.

However, in reality age is a positive factor in the commercial world where experience counts and the older executive or leader can bring a wealth of knowledge and insight to the business. Furthermore, in terms of diversity, the older person provides perspectives that can extend the business opportunities and aims of the company. The business world needs the diversity of both old and young.

5. Religion

Religious diversity and its acceptance in the workplace are seen by many as an essential right. This has led to the concept of "respectful pluralism." Respectful pluralism means "…resisting company-sponsored religion and spirituality while allowing employees to bring their own religions to work" (Hicks, 2003, p. 2)

In essence this view provides the worker with the right to practice and observe aspects of his or her religion without interference from the business leadership. The modern enlightened attitude is therefore that leaders on business should "… create a culture of mutual respect that allows diverse employees to work together constructively" (Hicks, 2003, p. 2)