Managing Diversity Assignment: Analyzing The Importance At Workplace

Question

Task: Please produce a paper, based on the seminar ‘Managing Diversity’ that will touch on the following:

In class we explored the notions diversity, inclusion and equity. And explored the advantages of managing diversity and also the difficulties that come with that. We looked at three different perspectives how management can deal with diversity, inclusiveness and equality. We looked at the fairness principle, accessibility principle and the mutual learning principle. The implementation of the mutual learning principles requires an embodied inclusive management approach. We discussed the six different traits of an inclusive leader.

For the assignment write about the following:

• Describe the relation between diversity, inclusion and equity? Explain in your own words how these three principles work together to create effective diversity management.
• Reflect on the six traits of an inclusive leader, how do you embody these traits? What are you good at? What are your challenges?

Answer

Introduction
The current managing diversity assignment is focusing on the concept that managing and leading a workforce with an objective of motivating productive and mutually advantageous relations and exchanges among the workforce of a business entity can be termed as the process of managing diversity (Harvey and Allard, 2015). The prime focus of managing diversity is offering the employees with skill sets, increase in potential and backgrounds that will vary widely with the opportunity for involving with the organization and the co-subordinates in such a way that it will develop an optimal working environment and also the best outcomes can be expected. The below presented research paper provided in managing diversity assignment is focused on managing diversity in workplace.

What is relation between diversity, inclusion and equity in this context of managing diversity assignment?
Term “diversity” emphasizes group of people and hence it is not used for an individual identity whereas incision represents feeling and different talents of an individual. It is characterized by different talent present in a group that makes it different from one another.

Difference with in a system is known diversity. This has been divided to many aspects such as race, religion, ethics, gender, disability and socioeconomic status, marital status. It can also be in terms of different brands, food items, and ecosystem (Barak, 2016). For example: An individual is a unit and when many units join together in a group we call it as diversity.

Now it comes to inclusion it means regardless of their abilities or disabilities they have a right to be respected and also appreciated as most valuable members of their system. It is a basic right of everyone to prove themselves as an individual. For example: when there is an invitation whosoever are invited to be a part of that group as a personal representative.

Now, at last we have equity it means about the security that can provide an ownership interest. Equity is calculated by subtracting the amount you still owe on your mortgage from the current market value of your home. Equity ensures provision of same opportunity to every individual. Equity approaches to correct the imbalance. Diversity and inclusion are the outcomes of the process whereas enquiry works on the individuals opportunity to grow, develop irrespective of their identity.

Three principles working together for creating effective diversity management
Every organization has the desire to increase its diversity on global level. Diversity, inclusion and equity provide all the information and tools to the organization leaders which help them bring a change to their organization profitably (Kirton and Greene, 2015). Organization and countries who steps forward to converge diversity talent pools are much more efficient and stronger than the less diverse organization. Lack of diversity and inclusion and increase of discrimination causes economic insufficiency. Discriminating employees on the basis of race, gender, sexual Orientation and many more costs huge amount of dollars annually. This higher amount represents the cost of losing and replacing workers who leave their job every year due to unfair treatment done to them. To avoid this insufficiency on economic level, this segment of managing diversity assignment illuminates that an organization should become more diverse inclusive and equitable. Organizations serve better if their customers shows diversity and works effectively if fair treatment is provided to them. Diversity makes organization efficient by providing different perspective of diverse employees which leads to better solution to all the economic problems and outperforms the group of best individuals (of same community) at solving problems (Hunt, Layton and Prince, 2015). DIE has become highest priority amongst nonprofit organization to benefit their dooming lines. Organizations that prioritize diversity, inclusion and equity create a healthy and efficient environment which respects and values differences of an individual along varying talent pools. According to the research on managing diversity assignment, biased cultured is also minimized among workers. It is strategic issue and not a human resource issue.

Reflection on traits of inclusive leader

• Commitment: The leaders who are highly inclusive are found to be committed to diversity and inclusion as these objectives are aiding them and also aligned with their personal principles.
• Courage: These kinds of leaders are very strong about their language and speak up and challenge the current situations or affairs. Also they are very much modest about their strengths and weaknesses.
• Cognizance of bias: Mindful of individual and organizational blind spots and also are self regulatory for aiding and ensuring a fair play. This is known as cognizance of bias another trait of inclusive leader.
• Curiosity: A high level of desire for understanding others perceptions and experience to world, an open mind state and a tolerance for vagueness are the features of inclusive leader.
• Culturally intelligent: High level of confidence in cross-cultural interactions and developing connections is another trait of inclusive leader.
• Collaborative: Developing and leveraging the thinking of diverse groups and empowering individuals is considered as the last trait in the personality of inclusive leader.

The above mentioned traits in this managing diversity assignment of inclusive leaders are the prime factors that aid assist them in leading and developing their personality attaining individual and organizational goals. From the above list of traits, there are some features that resemble or are found embodied in myself.

Commitment is the first trait of an inclusive leader and is one of the biggest strength of my personality. Commitment is the core or the prime factor in me which will be observed in me while performing any given task. Courage is another strength factor and of one of my traits.. II am very much strong for my language and also like to face any sought of challenging situations. Cognizance of bias means self-regulation, I have a great understanding level for others perceptions and views and hence this can also be considered as one of my strength. Curiosity is also at very high level as I always find interesting whatever I get to learn. I am not so good in developing connections and not so good while interacting with people and hence it can be said that cultural intelligence is one of my weakness.

Conclusion
From the above executed analysis done in the managing diversity assignment, it can be inferred that managing diversity is one of the prime task in a work place and inclusive leaders play an empirical role in performing this task.

Reference
Barak, M.E.M. (2016) Managing diversity: Toward a globally inclusive workplace. Managing diversity assignment Sage Publications.

Harvey, C.P. and Allard, M. (2015) Understanding and managing diversity: Readings, cases, and exercises. Pearson.

Hunt, V., Layton, D. and Prince, S. (2015) Diversity matters. McKinsey & Company, 1, pp.15-29.

Kirton, G. and Greene, A.M. (2015) The dynamics of managing diversity: A critical approach. Routledge.