Course Name: Organizational Behavior
Course No: PA 5105
Term Paper on
Workforce Diversity
Submitted to
Md. Nasir Uddin
Assistant Professor
Department of Public Administration
Bangladesh University of Professionals
Submitted by
Ruhuf Jaul Islam
Roll-2316311029
Department of Public Administration
Bangladesh University of Professionals
Date: 7 May 2023
Table of Contents
1.
Introduction ........................................................................................................................................... 2
2.
Discussion: ............................................................................................................................................ 2
3.
Conclusion: ......................................................................................................................................... 11
1
1. Introduction
The term "diversity" describes the range of various viewpoints that are represented on a team.
While racial and social justice concerns and diversity are connected, they are only parts of a bigger
discussion. Having a workforce that is diverse in terms of gender, age, sexual orientation, religion,
language, ability, professional history, socioeconomic background, and educational background is
referred to as having a diverse workplace culture.
The importance of variety has increased as the world's population grows more mobile. A high
degree of variety is something that many of the world's most successful economic hubs, like New
York, Dubai, London, and Singapore, have in common, according to the World Economic Forum
(WEF).
2. Discussion:
Major Types of Diversity
 Surface Level Diversity
Surface-level diversity is a type of diversity where the characteristics are visible and tangible. Age,
race, sex, gender equality, physical size, and visible disabilities are just a few examples. Whether
done with good intentions or not, surface-level activities have the effect of making people feel
"outcasted" and erode their feeling of community, which is a certain method to drive them out of
the organization. These actions can increase skepticism at work, making it harder to create a truly
diverse and inclusive environment.
In the United States, half of workers want their company to do more to encourage workplace
inclusion and diversity. If people value collaboration and prefer group activities, intragroup
disparities in gender and nationality may cause less anger and aggravation that define interpersonal
conflict. When employees have a strong sense of cooperation, they are more committed to
2
resolving conflicts, which lowers the negative consequences of categorization and ethnic
uniqueness.
.
 Deep Level Diversity
Deep-level variety contains invisible traits or features. Religion and other personal beliefs are only
a few instances of views. They are difficult to find, making them comparable to hidden diversity.
Psychological traits (such as personality, cognition, or decision-making styles) are addressed by
deep-level variety. Due to the fact that it covers the complex internal dynamics of an individual's
beliefs, it is typically less obvious than a person's gender or ethnicity.
According to studies, a more diverse workforce is more engaged and productive. Employees who
feel valued, heard, and invested in perform at a higher level. Brilliant suggestions, larger
perspectives, and improved solutions are always welcome at the executive level.
Although deep-level characteristics are not as readily apparent as surface-level ones, several
instruments have been developed to measure them so that they may be studied in depth. There are
a variety of academic and commercial methods for evaluating personality traits, as well as
measures for measuring cognitive and decision-making styles, perspectives on cognitive diversity
in established teams, and more.
Several research have shown that fundamental traits are crucial for achievement in challenging
problem-solving and decision-making tasks. To the contrary, the results of these tests provide scant
proof that demographic factors affect an organization's performance on these tasks. Ethnic
diversity is crucial for a fair and representative workforce in today's world. However, regardless
of ethnic factors, the impact of deep-level diversity on generating performance advantages is far
larger.
Diversity Levels Within the Organization The four types of diversity were formed based on these
characteristics.
I.
Internal Diversity
Characteristics of a person's internal diversity are those that stem from their birth environment.
They are inalienable parts of a person's identity that they have no hand in shaping. The following
examples illustrate internal diversity:
3

Sex at Age Identified Race Sexual orientation

Originating Country

Physical Capability

Competence of the mind

Culture-based identification
II.
External Diversity
The term "external" is used in the field of diversity to refer to characteristics that are associated
with a person but are not innate to them. Although external diversity may be significantly
influenced by other people and events, it is ultimately something that an individual can change and
often does over time. Some examples of external type are as follows:

Individual inclinations

Education

Nationality

Religious beliefs

Location

Relationship

Family composition

Economic and Social Position

Life's adventures
III.
Organizational Diversity
The disparities between individuals who are allocated to various positions within an organization
are referred to as organizational diversity, which is also often referred to as functional diversity.
All of these individual qualities are what set one person apart from another in the workforce.
"Organization" can refer to anything as little as a couple of persons or as large as a global
corporation, depending on who you ask. However, other examples of diversity in the workplace
include the following:
:
4

Job Purpose

Location of the Working Environment

The Management/Employment/Pay Type Status of the Individual

Advancement in one's career

Participation in a trade or labour union
IV.
Worldview Diversity
The term "worldview" is used to define the fourth type of diversity. Our perspectives are the result
of a synthesis of many factors, including those that exist within and outside of ourselves as well
as those that exist within our own organizations. Every person shares a common set of beliefs, but
those beliefs are distinct from one another. Still, here are a few decent illustrations of the intricacies
inherent in our worldviews:

Politico-Religious Beliefs

The Ethical Boundary

Life in perspective

Ideology
Key Characteristics of a Diverse Workplace
 Diverse employee backgrounds
Employees come from a wide variety of backgrounds, including those defined by
race/ethnicity/religion/age/gender/sexual orientation/marriage/disability/neurodiversity. Workers
that exhibit these qualities are given the same consideration regardless of their origins. By posting
jobs in newspapers rather than online, employers can increase the likelihood that they will attract
applicants from a wide range of demographics.
Diverse abilities and skills
Problem-solving, trendspotting, creativity, and data analysis are just some of the unique traits and
skills that neurodiverse people offer to the workplace. Diverse groups also have an advantage when
5
it comes to analyzing ideas, seeing flaws, generating novel and effective marketing strategies, and
seeing those strategies through to fruition.
In order to better handle a wide variety of scenarios, employers who want to foster a more varied
workplace might benefit from diversity training. Increased cultural sensitivity, confronting implicit
bias, and the destruction of stereotypical beliefs are additional benefits.
Diverse ways of thinking
Employees can express their own perspectives in a culturally varied work environment. Creative,
Critical, Analytical, and Imaginative Thinking Are Some of These. When people bring different
perspectives to the office, they are better able to work together on tasks.
By instituting procedures that recognize the value of many ways of thinking, companies
acknowledge the possibility that their own methods may not be optimal. By rearranging their daily
routines, businesses can make their workplaces more welcoming to a wider range of employees,
thereby increasing the diversity of ideas generated there. Employees are better equipped to voice
their concerns and share their ideas in a diverse workplace.
Diverse working practices
In order to get the most out of its employees, businesses should foster a positive culture. When
workers are allowed to be themselves at work, they are more likely to put in extra effort and show
more inventiveness. Inclusion is not a skill to be learned once and then forgotten. Finding the right
opportunities to form new routines, or "micro-behaviors," is essential for inclusion. Microbehaviors are little, consistent activities that people can take and track on a regular basis. To
implement these procedures, it may be necessary to alter groups of employees below the
management level. It also entails giving people the knowledge and tools they need to become
change agents in their own workplaces..
Why Organizational Diversity is Important?
Workplace diversity bears many benefits, and some of these have been highlighted by the
following points:
6
Increased Employee Engagement
When workers believe their opinions matter, they are more likely to work hard for the company.
Employee engagement is the natural outcome of an inclusive work environment, which embraces
employees' uniqueness.
Heightened Productivity
Low morale among workers is a silent killer of efficiency in the workplace. Improved teamwork
is one of the many benefits of encouraging cultural diversity in the workplace. As a result, they
are more efficient and produce higher quality work. Worker morale and confidence are both
increased in a culturally varied workplace. Thus, the importance of a diverse workforce can be
seen in terms of its potential to boost productivity.
Leads to Innovation
Globalization has resulted in fierce rivalry. Differentiation requires fresh perspectives and original
thinking. However, if you don't increase the overall diversity of your staff, none of these will be
available to you. According to research, firms that value diversity in the workplace are 19% more
profitable than those that don't.
According to research published in Harvard Business Review, there is a strong correlation between
demographic diversity and creative output. Having a wide range of cultural backgrounds makes
for a more fertile environment for invention.
.
Decrease in Employee Turnover
What employee would want to leave a firm that values their individuality while placing a higher
value on their work than anything else? This strengthens their commitment to the organization
and enhances the likelihood that they will remain employed there.
The first step in reducing employee turnover and saving a firm money, time, and face is to ensure
that employees know they are valued in the workplace. A positive reputation among potential new
employees is a direct result of low turnover rates inside a firm.
7
Gives Way to Different Viewpoints
The importance of workplace diversity is felt because it brings forth new perspectives that are
invaluable and can be game changers. People will bring forth varied opinions and viewpoints for
a single piece of product because of their vast and different backgrounds. This will only make that
product more enriched and consumer oriented. The more varied the perspectives, the more
innovative the strategies.
Fosters a Problem-Solving Mindset
Because of the different perspectives of your teams, individuals can come together, utilizing their
different perspectives to bring diverse solutions to the table and this is yet another reason where
the importance of workplace diversity is realized. This means decisions can be made quicker,
making for an extremely competitive business in today's marketplace. It has been proven that teams
tackle complex problems faster when they are more cognitively diverse.
Boosts credibility
The fact that modern organizations recognize the value of diversity in the workplace is another
reason why it's so important. Departments are more likely to choose candidates from a wider range
of backgrounds and hiring practices have become more inclusive. Organizations are actively
seeking individuals from diverse populations in terms of ethnicity, gender, ethics, etc., when in the
past this may have been more of a formality to seem nice on the surface.
A better understanding of customers
It's important to have a diversified staff when serving a wide range of customers. You may meet
and learn more about a broader range of foreign customers if you staff your company with people
from different backgrounds. According to research, the chances of success for a team increase by
152% when at least one team member shares the client's ethnicity.
Increased Finances
8
Is there a correlation between a company's bottom line and its level of employee diversity? Both
McKinsey & Company and the Boston Consulting Group have conducted research demonstrating
that this is, in fact, the case. These studies show that increased diversity and inclusion in the
workplace leads to higher productivity, which in turn leads to better financial results. As a result,
both recruiting expenses and the risk of hiring a dishonest candidate are reduced.
.
A Decline in Conflicts
Conflicts in the workplace are inevitable. Conflicts arise when coworkers fail to accept and
appreciate one another. The likelihood of confrontation is diminished, however, when a culture of
mutual respect is embodied in the workplace. To do this, it is necessary to create an atmosphere
where cultural sensitivity is prioritized. Workplace conflict can be minimized or eliminated with
open communication and genuine acceptance and support of diversity.
Ways to Promote a Diverse Organization
Examine company's composition and culture
Examining a company's current make-up and culture is the first step towards making it more
diverse. The best method to begin this investigation is to compare the company's racial, ethnic,
and gender makeup to that of the surrounding community. Your company can use the community
as a benchmark for reaching a wide range of consumers. An organization's culture encompasses
its character and ethos as a whole. In order to attract a more diversified pool of qualified
employees, it is essential to take a close look at the company's culture.
Set goals to achieve greater diversity
A strategy for increasing workplace diversity can be developed after an in-depth analysis of the
organization's demographics and culture. One place to start is by figuring out how to make the
hiring process more inclusive of individuals from various backgrounds.
Update workplace policies to be more inclusive
9
Incorporating diversity into company rules demonstrates to varied job prospects that the
organization is actively working to create an inclusive environment. Policies that encourage a
diverse and inclusive workforce often lead to higher levels of satisfaction across all employees.
Provide diversity training
Providing diversity training for current employees is another method to make the company culture
more open and accepting of minority hires. Employees can learn to appreciate people from a
variety of identities, ethnicities, and histories with a simple group presentation by an HR employee
or through an online training course. Employees can provide constructive, anonymous comments
on how the organization might become more inclusive through diversity training.
Post to job boards for diverse candidates
Companies can use diversity-focused job boards to find qualified applicants from a wide range of
backgrounds. By advertising job openings on these platforms, businesses can attract a wider pool
of qualified, diverse applicants. Potential employees who weren't previously aware of the opening
can also be contacted this way. In this approach, companies may demonstrate their unique
dedication to diversity and inclusion.
Pledge continued improvement
Even if a company has already achieved diversity in the hiring and retention of its workforce, it
can always look for new methods to do better. Once a year, for instance, they can check in with
you to make sure your policies are still in line with their diversity objectives. Employers can also
conduct surveys to learn how to better meet the needs of their staff and boost morale.
10
3. Conclusion:
Workforce diversity management is the process of creating a workplace that is inclusive of all
employees. This includes ensuring that everyone has an equal opportunity to succeed and be
respected. It also involves creating policies and programs that support a diverse workforce.
Workforce diversity management is important because it can help businesses take advantage of
diversity’s benefits. It can also help to reduce discrimination and promote a positive work
environment.
Workforce diversity management is a process that should be ongoing. This is because the
workforce is constantly changing and evolving. As such, businesses need to be adaptable and
flexible in their approach to diversity.
11