Diversity is one of the outstanding characteristics of the current workforce. Today's working environment includes varied individuals in aspects of culture, age, nationality, religion, gender, capabilities, and orientations (Canas & Sondak 139). With the onset of globalisation, organisations are keeping up with recent trends in the global market to increase their competitiveness. Studies have shown that diversity in the workforce is expected to thrive in the 21st Century, and that contributes to the reason for selecting the trend in this research. This paper, therefore, aims at discussing diversity and its key features. It also highlights how the trend will impact individuals, the workplace, the economy, as well as job prospects.
According to Gomez-Mejia, Balkin & Cardy, diversity entails the human features that create differences among people. The features can either be biological, societal, or mutable characteristics such as marital statuses, political or religious beliefs, skills, education, and values. In recent years the diversity concept has transformed into a broader range of human differences (Jayne & Dipboye 409). Globalisation has broken numerous barriers that existed earlier, hence, offering people from diverse backgrounds the chance to interact and do businesses.
Diversity in the work environment is a current trend that has great potential for impacting future dynamics in the workforce. According to Fujimoto, Hartel & Azmat (148), diversity will positively affect productivity as a result of increased innovation and creativity from the diverse workforce. On the other hand, it could exhibit negative outcomes such as the presence of stereotypes, cultural conflicts, and decreased social cohesion. Moreover, clashes arising from differences in views and attitudes can lead to miscommunication in the workplace (Kakarika, 31). The communication problems, in turn, cause divisions among team members, therefore, decreasing their performance.
Studies show that countries are experiencing significant changes in demographics as people migrate due to various reasons including employment opportunities. In Canada, for instance, numerous immigrants have entered the country in search of greener pastures (Immigration, Refugee and Citizenship Canada). A National Household Survey in 2011 revealed that immigrants accounted for 20% of the nation's population (Evans). Statistics Canada also projects that the Canadian demographic patterns will continually change as diversity progresses. In 2030, it is expected that a minority group will be 29-32% of the country's total population. Multiculturalism will, therefore, be one of the contributing factors to Canadian's economic accomplishments.
Business specialists argue that diversity in the workforce will be advantageous to the organizations as it will aid in their sustainability and economic leadership (Kreitz, 101). As a result, Canadian companies are foreseeing the impacts of diversity and formulating strategies on managing it (Statistics Canada). Embracement of diversity in the job market will also create avenues for all caliber of people to attain employment. On the contrary, the increased labour force from immigrants will contribute to a decrease in native Canadian citizens.
The future of the diverse workforce will require competitive candidates who can adapt to the nature of the working environment (Fenwick 17). A solid educational background is, hence, vital for individuals to increase their employability. For example, apart from having a college degree, one has to be well conversant with diversity in the workplace. Currently, many employers are offering diversity training for their employees to equip them with knowledge and skills that will help them cope and interact with their diverse colleagues (Fenwick 20). An employee, is hence, marketable if equipped with the abilities and competencies of working in highly diverse workplaces.
In conclusion, diversity has significantly characterized the global workforce. The trend has the potential of impacting individuals and the business sector at large. Several studies have shown that organisations that embrace workforce diversity have a competitive advantage in the global market. Also, job prospects and individuals who are highly competent to work in diverse environments have higher employability. It is, therefore, vital to accept and learn to manage diversity in the workplace.
Below is a brief report on the quality of information used:
- Criteria Details
- Accuracy The sources used are reliable, as the majority are primary sources, and secondary sources are cited.
- Authority Several authors in the referenced sources are experts in their field.
- Objectivity Most sources contain a balanced level of balance.
- Currency A majority of the sources have updated information which is not more than 10 years old.
- Scope of Coverage The information obtained was related to the topic of interest.
Canas, Kathryn, and Harris Sondak. "Challenging and Improving the Teaching of Diversity Management." International Journal of Diversity in Organisations, Communities & Nations 10(2)139-158 (2010).
Evans, Lisa. "Diversity in Canada: an overview." Canadian Immigrant (2013).Available: http://canadianimmigrant.ca/guides/moving-to-canada/diversity-in-canada-an-overview. Accessed 13 February 2019.
Fenwick, Tara. "Workplace learning: Emerging trends and new perspectives." New directions for adult and continuing education 2008.119 (2008): 17-26.
Fujimoto, Yuka, Charmine EJ Hartel, and Fara Azmat. "Towards a diversity justice management model: integrating organizational justice and diversity management." Social Responsibility Journal 9.1 (2013): 148-166. doi: 10.1108/17471111311307877.
Gomez-Mejia, Luis R., David B. Balkin, and Robert L. Cardy. Managing human resources. Upper Saddle River, NJ: Pearson/Prentice Hall, 2007.
Immigration, Refugee and Citizenship Canada. Annual Report to Parliament on Immigration 2013 (Online). Available: http://www.cic.gc.ca/english/resources/publications/annual-report2013/?_ga=1.67546193.1160063217.1458750131. Accessed 13 February 2019.
Jayne, Michele EA, and Robert L. Dipboye. "Leveraging diversity to improve business performance: Research findings and recommendations for organizations." Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management 43.4 (2004): 409-424.
Kakarika, Maria. "Staffing an entrepreneurial team: diversity breeds success." Journal of Business Strategy 34.4 (2013): 31-38. doi: 10.1108/JBS-06-2012-0020
Kreitz, Patricia A. "Best practices for managing organizational diversity." The Journal of Academic Librarianship 34.2 (2008): 101-120.
Statistics Canada. "Immigration and ethnocultural diversity in Canada." Statistics Canada Catalogue No. 99-010-X2011001 (2013). Available: http://www12.statcan.gc.ca/nhs-enm/2011/as-sa/99-010-x/99-010-x2011001-eng.pdf . Accessed 13 February 2019.
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