Question

For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what constitutes workplace diversity (People Scout 2020). Workplace diversity refers to the variety of differences between individuals in an organization (People Scout 2020). Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical conditions, as well as other distinct differences between people (People Scout 2020).

According to Scott (2017), the Strategies would I use to bring together people from a variety of backgrounds to work on a common goal as following:

Shared Values: establishing a shared set of values is essential for bringing together diverse groups.

• Shared Goals: It is healthy for people to disagree on how to accomplish a goal. In fact, it is often in the moment of dissent where creativity is born. However, it is critically important for people to agree on what the goal actually is. Unfortunately, out of fear, people often assume their goals differ from the goals of others. As leaders, we must either make clear to people that they share the same goal, or if a shared goal does not exist, we must create one. Such as, if you have two people who are divided, consider putting them on a project team together and assigning them a common objective. Often through interdependence and working together, they discover they share more in common than they have in differences. Also, make sure that you reinforce and often that your people share the same set of organizational goals even if they come from different backgrounds or have divergent political beliefs. If we lead by consistently reinforcing shared goals, the organization can become the glue that binds people together, even if some favor blue and others favor red outside of work.
• Balance the team. It is essential that your leadership team reflect the diversity of backgrounds and beliefs in your organization.
• Create reminders of common identity: As leaders, we need to create reminders for people. As noted in"Artifacts and Organizations: Beyond Mere Symbolism," (Links to an external site.) by Anat Rafaeli and Michael G. Pratt, which explores organizational culture and identity, these reminders can range from physical artifacts (e.g., office design), to symbols (e.g., awards), to informal norms and routines (e.g., language, how you make decisions). Furthermore, to bring people from diverse backgrounds and beliefs together, we need to create visible reminders of a common identity, where people genuinely believe that despite their differences they are, together, part of something special.
• Dividing does not conquer, and conquering isn't really the goal anyway: As leaders, we want to promote free speech, debate on important issues, and civic engagement. At the same time, it is our responsibility to align and mobilize a diverse group of people to accomplish shared goals on behalf of the organization. It is therefore more important than ever before that we creatively remind employees of their shared values and goals, and to work together on the same side of the hedgerow – at least while they are at work.

For leadership to effectively manage diversity in the workplace they need to understand their backgrounds and how their behaviour and beliefs can affect their decision-making within a diverse environment (People Scout 2020). For managing workplace diversity:

• Communication: To manage a diverse workplace, organizations need to ensure that they effectively communicate with employees. Policies, procedures, safety rules and other important information should be designed to overcome language and cultural barriers by translating materials and using pictures and symbols whenever applicable.
• Treating: Avoid making assumptions about employees from different backgrounds. Instead, look at each employee as an individual and judge successes and failures on the individual’s merit rather than attributing actions to their background.
• Encourage Employees to Work in Diverse Groups: Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings.
• Base Standards on Objective Criteria: Set one standard of rules for all groups of employees regardless of background. Ensure that all employment actions, including discipline, follow this standardized criteria to make sure each employee is treated the same.
• Be Open Minded: Recognize, and encourage employees to recognize, that one’s own experience, background, and culture are not the only with value to the organization.
• Hiring: To build a diverse workplace, it is crucial to recruit and hire talent from a variety of backgrounds. This requires leadership and others who make hiring decisions to overcome bias in interviewing and assessing talent. If organizations can break through bias and hire the most qualified people, those with the right education, credentials, experience and skill sets, a diverse workplace should be the natural result.

Question:

Translate this into the world you are working in and/or the working world currently present in the US. The world has changed a lot in the last 5 years. What does might this mean to you as a leader?

Answer 1

Answer 1) Inclusive growth and workplace diversity are the hallmarks of a successful Business model and vibrant Democracy,I would translate this theme in my workplace at USA as follows:

i.Shared Value- I would try to incorporate the best values and beliefs of each different groups of my team in my work culture in order to reap the mutual benefit of different cultures and work tradition at my workplace.

ii.Shared Goals- I would welcome all my employees irrespective of their socio cultural background to be the part of my organisation and give them best availed opportunity so that they can contribute in mutual cooperation for achievement of ascertained organisational goal.

iii.Balancing the team- I would try to create industrial harmony at my workplace by setting up a dispute reddresal department so that grieviance of any employee can be well addressed and resolved giving no opportunity of partiality..

iv.Affirming common identity-I would try to induce the employees with a common shared identity being a part of one organisation by proper training modules so that they can never feel alienated in there workplace due to thier different backgrounds,theywould be assured that at workplace only their contribution mattered not thier background so that they could smoothly carry out thier jobs.

v.An all encompassing environment-My organisation would work in a democratic setup where decision making,terms and condition of work ,social security norms and all other statutory policies would be fair just and all would have an equal say and participation in the management of the firm.

Answer 2)Being a leader Inclusive nature of work and maintaining workplace diversity is very crucial for my leadership as it would play a paramount role in attaining the organisational objective and growth.

I would implemet following strategies to prove my leadership in attainment of workplace diversity -

i.Communication- I would devise a proper chain of command at my workplace so that each and every message goes to the desired person/authority and abrupt actions can be initiated.Workplace environment would be made such where any employee regardless of thier background can freely speak up thier concerns without any fear.

ii.Norm of working in diverse group- I would recommend and initiate my team members to work in a homogeneous groups where workers of varied cultures or denomination are made to work with each other so that they can understand each other and also learn the best of other thoughts and perspectives too.

iii.Unified work standards- I would set a single standard of work protocols/rules and work ethics which would be equally binding to all the employees irrespective of thier backgrounds and there would be no scope of partiality and nepotism;it would ensure that employees of different backgrounds are equally treated at workplace.

iv.Open mindedness-I would not let my pre conceived notions and prejudice play any factor while making organisational decisions instead all the varied and best practices believes and work customs of varied social and cultural would be appreciated and incorporated at my workplace.

v.Hiring- My organistaion would warmly welcome the talented job seekers all across the world without any sort of discrimination or nepotism.HR policies would be well structured without any bias.