Integrating Diversity into The Organizational Mix
In todays’ global and nationwide organizational setting, integrating diversity into the mix of any setting is crucially important for our leaders. My past experience of diversity exclusion has led me to understanding how important it is for leaders to incorporate diversity into their organizational setting. Thus, it has led me to push for change and reinforcing inclusion and to not support exclusion. PSU, OLEAD 410, lesson 3 delve into how important it is for todays’ nationwide and global organizations to include diversity to the mix of things because there is added value and success for the growth of organizations. This lesson 3 brings a deeper and valuable connection to how important it is for leaders to integrate diversity into the workforce. The idea of inclusion through diversity was not as widespread many years ago. Many years ago, my work organization hired 95% employees of the same color but, over the past three years this trend has changed. Now, there is a culturally diversified number of employed staffs at my work organization and it makes every day at work seems like a brand-new day and not the same old thing, just another day or it’s just another day another dollar to be made.
In a December 2018, FORBES article, Gassam wrote five points about what developments are predicted for diversity and inclusion trends in the upcoming year 2019. Of the five points she included the point of diverse leadership and she informs us that diverse leadership was increased in companies like UBER, Netflix, and M&T Bank (Forbes, 2018). She even went on to incorporate that “More diverse leadership representation is a good indication that companies are beginning to understand the value of diversity and inclusion in the workplace” (Forbes, 2018). This trend of inclusion is rising on the global horizon and many companies are acknowledging that a diverse workforce brings diverse perspective which helps the employees thrive in the mix of things and it helps the organization succeed (PSU, 2019).
PSU, OLEAD 410, Lesson 03 referenced diversity as “the ways that people in organizations differ.” This reference drew me to my past concerns of which I tended to be more observant of staff interactions, their input and output. Since integrating diversity with new staff, the organization flourishes because of the difference that exist amongst staff. Staff are engaged and involved in the overall success of the organization. Of course, there is always one or two who wants to be excluded. This OLEAD lesson links the concept that inclusion of your diverse staff into your organization mixes things up for the leader and it presents the organization with various diverse perspectives. This mix opens up windows of opportunity while incorporating staff similarities and differences. The new diversified staff that I am so happy to be a part of at my revamped organization excel with ideas, creativity and engagement. The organizational atmosphere feels like a brand-new organization with bigger and brighter hopes for the future.
Previously experiencing, the “one size fits all” didn’t work for my organization instead, it was an eye opener (PSU, 2019). The groups of customers we serve are very diversified. We needed to have a diversified staff who brought creative ideas and solutions into the mix of customer relation, communication and solutions. The previous staff was unified in certain aspects involving the organization programs and structure because they preferred to stick with the same style, technique and program. Luckily, the organization new leader realized it was time to mix things up a bit. She took off with the liberty to hire a very diverse staff as this would be more beneficial for the organization. In today’s world, leaders like my organizational old leader needed to recognize that “one size fits all strategies in organizations often fail because they miss the point” that there is difference amongst people (PSU, 2019). This draws us to the point of recognizing when inclusion is needed, as my new leaders hired a very diversified staff, she “recognize the facts of the situation and adjust” her “style and methods to fit the people” she now “actually are working with” (PSU, 2019). This leadership concept really links to the action of my new leaders as she welcomed what she had on her hand, which was a very diverse staff and she had an action plan of what she was going to do with her very diverse staff to drive her organization to success.
My organization leader initiated a day and time every week for breakout sessions. Some of the values of including diversity into my organization led to many innovative and creative group sessions. Individual small groups were established for finding issues that needed resolutions. Then, sharing those issues and working as a team (which was of course diverse) to find what would work best to fix the issues. This led us into the pits of brainstorming so that we can become better at what we do. These sessions took its own platform and added educational value for working together to find solutions to existing and unforeseen issues. Many departments group meeting surfaced and communication kicked off as the communication barriers were broken. Administrative teams convened to assess the overall progress of the organization and mapping out solutions to mix the very diverse staff into various units. The administrative team realized that the differences amongst the staff will be the building block to take the organization to the next successful level. Today, my new leader is able to see the difference as an asset and “devise strategies that are more effective” (PSU, 2019). Nowadays, my organization is a happier place to work because of the diversity that exist because everyone brings something different to the table of organization.
References
Gassam, J. (2018). Five diversity and inclusion trends we can expect in 2019. Forbes. Retrieved January, 21, 2019 from https://www.forbes.com/sites/janicegassam/2018/12/19/5-diversity-and-inclusion-trends-we-can-expect-in-2019/#76b9902e6f7b
Pennsylvania State University. (2019). Diversity. Inclusion. OLEAD 410. Retrieved January 21, 2019 from https://psu.instructure.com/courses/1964331/modules/items/25821681
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