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How to Manage Organizational Diversity

diversityIn the United States, we live in a melting pot of diversity. Since diversity is present in American society, you would probably expect it to be prevalent in most workplaces. Unfortunately, as a society we often look at diversity as a disadvantage instead of an opportunity to help us succeed. Interpersonal conflict caused by diversity leads organizations in the wrong direction. We should instead utilize diversity to unite and strengthen our organizations, not to create divisions.  Diverse demographics, experiences, and knowledge in organizations will foster creativity, innovation, and improvement.

How to Manage Organizational Diversity

Following are strategies on how to manage organizational diversity in your business:

1.  Effective Communication

Communication in the workplace is crucial to unite and strengthen the organization on the same values, policies, and goals. Thus, employers should clearly communicate expectations to employees. In the beginning, employers and managers must outline expectations for employees about workplace conduct, including how employees should handle workplace diversity. Adapting to diversity keeps an organization flexible and strong.

2.  Cultural Sensitivity

Organizations play a role in employees’ sensitivity to different cultures. From the start, employees should be taught to handle organizational diversity in a professional and respectful manner. Structuring projects to be balanced with diverse ethnicities, genders, ages, and races will expose employees to diversity and eliminate prejudices and discrimination. As a result, this enables employees to identify and emphasize with others.

3.  Commitment to Diversity

The top management of an organization must serve as an example to other employees by demonstrating a commitment to diversity. If inequality or interpersonal conflicts exist due to diversity, management must intervene. Accountability is critical if managers want employees to take be respectful of diverse individuals. If managers and employees are accountable for their conduct, then they will take pride in how they treat other employees.

It takes hard work and commitment to manage a diverse workplace. Top managers and employees should therefore strive to create an organizational culture taking pride in the individuality of people. By utilizing employees’ unique talents and abilities, you can then unite and strengthen your organizations and develop a competitive advantage in the market. What types of diversity do you have in your workplace?

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How to Manage Organizational Diversity

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How to Manage Organizational Diversity

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Workplace Diversity

See Also:
Emotional Intelligence in the Workplace
Co-employment in a PEO Arrangement

What is Workplace Diversity?

Diversity in the Workplace is a reality in most businesses and organizations. If organizations strive to improve their competitive advantage in the market, then they must learn how to successfully manage a diverse workforce.

Diversity Management

In a workplace, diversity management requires an environment of inclusion. Employees should feel like they make a significant contribution to the organization using their unique qualities. Diversity management is about taking advantage of people’s uniqueness and individuality. Then move the organization towards progress and success. Managing organizational diversity as an advantage and not as a disadvantage creates a united workplace culture. Drive it toward productivity and improvement.

Benefits of Diversity

The benefit of focusing on diversity and inclusion within an organization is that employees feel comfortable to participate and contribute their ideas. When employees feel appreciated for their individuality, they will think outside the box to help the organization grow. Diversity enables an organization to connect to different markets and to develop diversification of products, services, and strategies. The importance of diversity is that management can strategically maximize the abilities and productivity levels of individual employees.

Types of Workplace Diversity

  • Demographic Diversity includes diversity based on demographic background, such as ethnicity, gender, age, race, and disability status.
  • Experiential Diversity includes diversity based on life experiences, such as being a mother or father, an immigrant, a military veteran, or a former politician.
  • Informational Diversity includes diversity based on individual knowledge and educational backgrounds, such as a high school education versus an MBA education.
  • Fundamental Diversity includes diversity based on individual beliefs and values, such as importance of ethics in the workplace, as well as the relationships between employees and their organizations.

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Workplace Diversity

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Workplace Diversity

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Forming Advisory Boards for Entrepreneurs

Dave Steitz with Steitz Partners discusses forming advisory boards for entrepreneurs. He also discusses the compensation of advisory boards and management of the advisory board meeting. An advisory board is one of the most powerful tools an entrepreneur can implement to spur growth and profitability!

Forming Advisory Boards for Entrepreneurs

The advisory board is meant to be a support or advocate for the company’s leadership. They are also meant to be a resource for the President or CFO. Some of the advantages include providing diversity of perspective that would not be present inside the organization. When forming advisory boards, understand your expectations of the advisory board.

forming advisory boards for entrepreneurs

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