Introduction
Diversity in a company means the differences between each individual. It encompasses gender, age, religion, race, ethnic group, mental and physical conditions, sexual orientation, citizenship status, military service, and other distinctive characteristics between individuals (DesJardins, 2014). These differences play a role in a company’s policies to meet equality concerning hiring, promotion, and termination. In the near future, companies that will be able to manage diversity effectively in a workplace will benefit when it comes to recruitment and hiring.
Roles of diversity
A company that commits to a diverse employee workforce has a wider pool of expertise to select. The diversity can find more qualified applicants and use less time filling vacant positions (Grosser & Moon, 2015). If a company becomes discriminative in employment, there will be a risk of missing out on qualified applicants and may also experience difficulty assigning key roles, which increases the cost of recruitment.
A diverse workplace will aid in improving customer satisfaction and also build a strong professional relationship with the clients. The satisfaction is because the employees from diverse backgrounds will interact well with a more varied clientele. The employees will be able to create a solid professional relationship with the clients by understanding and satisfying their needs (Scarborough, Lambouths III & Holbrook, 2019). A company that embraces diversity in its work will benefit from new ideas and perspectives from the employees. The employees from diverse backgrounds may come with different creative ideas and perspectives that may aid the company in improving its processes.
Conclusion
Companies should embrace diversity in their policies and ensure equality to all the employees. Diversity has a definite advantage to the company regarding recruitment, promotion, and termination. A diverse workforce gives the management a larger pool of knowledge emanating from the different cultures and experiences of the employees. Similarly, equitable employers help the management to outperform their competition because they are in a better position to respect and understand the diverse needs of their client base.
References
DesJardins, J. R. (2014). An introduction to business ethics. McGraw-Hill/Irwin.
Grosser, K., & Moon, J. (2015). Gender mainstreaming and corporate social responsibility: Reporting workplace issues. Journal of Business Ethics, 62(4), 327-340.
Scarborough, W. J., Lambouths III, D. L., & Holbrook, A. L. (2019). Support of workplace diversity policies: The role of race, gender, and beliefs about inequality. Social Science Research, 79, 194-210.