Initially, when the conversation of diversity arose in the business culture, not many knew what to do or what the importance of the program would do for their business. But today, diversity is in every conversation from big brands to little brands. It is important. Diversity has a variety of meanings with characteristics but the simplest way to look at it is that it “generally refers to the ways that people in organizations differ” (Pennsylvania State University, 2018).
Organizations that invest in diversity programs have seen a slow but steady increase in their workforce performance. Research has shown that companies that invest in diversity programs are more “innovative, smarter, and retain more of their staff”(Thakrar, 2017). While more and more organizations are expanding their global presence, they have to understand the cultures around the business but more importantly the cultures of the individuals they employ.
This is why most organizations have begun or continue to develop diversity and inclusion programs that encompass everyone. Inclusion and diversity programs that encompasses everything that makes up the characteristics of diversity “into one workplace is the moral and legal imperative” of the organization (Dishman, 2015). Global organizations and its leaders recognize this and have worked hard to make sure they work with their employees to understand and embrace their cultural perspectives. These programs have proven to get the workforce to buy into the culture of the organization and feel that they are valued and respected.
Diversity used to be a small concern in leadership. Organizations did enough to make the pass but as organizations are expanding into global territory they have to encompass diversity in their brand and culture. As they have to be familiar with the cultures of their communities, the culture of their customers, and the culture of their workforce. We know that great global leaders has a defined culture for their organization, and how that creates an empowering environment. But digging deeper, we realize that it is truly because of diversity that the culture of the organization can be so rich. Diversity and inclusion programs are continuing to be refined as organizations respond to the cultures of their workforce. But the fact that they are being refined and organizations continue to make them possible show their relevance.
References
Dishman, L. (2015, May 20). Millennials Have A Different Definition Of Diversity And Inclusion. Retrieved January 27, 2018, from https://www.fastcompany.com/3046358/millennials-have-a-different-definition-of-diversity-and-inclusion
Pennsylvania State University (2018). Leadership in Global Context — OLED 410. Lesson 3: Diversity, Penn State World Campus, The Pennsylvania State University.
Thakrar, M. (2017, September 19). How To Lead The Push For Diversity In The Workplace. Retrieved January 28, 2018, from https://www.forbes.com/sites/forbescoachescouncil/2017/06/09/how-to-lead-the-push-for-diversity-in-the-workplace/#67acdd8d415b
I agree that global organizations and its leaders recognize the need for diversity and the importance of their employees to understand and embrace different cultural perspectives.
I worked many years for Marriott and they are great at not only promoting diversity but most importantly, making sure every hotel is run by associates from various ethnic groups.
Marriott also promotes diversity and inclusion by bringing temporary employees from all over the world; some of them with temporary working visas as well as interns from hospitality schools from around the world.
I remember one of the properties I worked for, it was in Woodland Hills California. At the time I was a banquet server and out of forty some servers we had representation for eleven countries. It was a great group and contrary to belief we worked great together.
I truly believe that our differences made us a very talented team.
Cheers,
Marco