Sexual Orientation and Diversity

Managing Workforce Diversity Diversity is a widely used concept in organizations seeking to be more heterogeneous regarding gender, age, race, ethnicity, sexual orientation, and the inclusion of other diverse groups. The concept is viewed as the commitment of organizations to recognizing and appreciating different characteristics (age, culture, cognitive style, and religious beliefs among others) making individuals unique in their working environments. By so doing, these organizations promote and celebrate people and their collective achievement and thus, keep everyone engaged.

Today, organizations have adopted diversity management, and this implies that the company has conditions that prevent discrimination or employees preferential treatment. All of these are based on the existing diversity, and they facilitate on the utilization of competence and performance of every individual in the organization. Thereby, this enabled organizations to maximize their employee's ability to contribute to their organizational goals by looking at demographic diversity, age diversity, gender diversity, and ethnic diversity among others.

Nowadays, organizations have female CEO's, and this shows that people have embraced the idea of heterogeneity in that they accommodate all genders in their operations. Organizations are also becoming more heterogeneous in that all employees of a given enterprise are engaged in the smooth running of activities. The engagement of all employees in the organizations means that they can oversee the movement of jobs into countries that have low-cost labor.

When we look at cheap labor, organizations will grow because they have accommodated the needs of the community where they are operating in that, they employ people of different age groups, gender, race, ethnicity, and sexual orientation. Heterogeneous organizations are successful through collective action like the ideas, places, and people involved in the organizations have helped people realize their values (Argyres et al., 2012). Global operations are considered as acts of organizational heterogeneity because they have embraced competitive advantages of international companies.

Their entry into these countries will imply that the organization will interact with people from a different culture and thus, they will need to accommodate their traditions. Consequently, organizations are adapting to differing social and regulatory culture. Those companies that intend to go global need to understand the cultural norms of their workforce to enable them be aware of their unique financial and legal regulations. In essence, the broader social and cultural forces typically shape organizations; this is part of organizational heterogeneity in a global society (Hasse & Krucken, 2008).

For managers and employees in countries, diversity has presented significant opportunities and challenges, and through heterogeneity, we see that differences are leveraged within groups. The possibilities in question have helped many organizations to spread their scope to areas that have business potential. As such, widening the scope of undertakings for companies and seeing to it that they reach out to areas that are rarely targeted by other businesses. Thereby, bringing about competitive advantage for organizations and this emphasizes them to treat all their employees equally.

Moreover, it is imperative for organizations to recognize individual and cultural differences as a way of fostering cultural awareness in employees. Through this, this will help employees not to lapse into stereotypes political correctness. In.