Diversity is a concept of acceptance and respect towards everyone. It takes a plethora of forms and embraces the differences between people. Diversity is a spectrum that unites humanity’s intolerance toward one another. It is vital to support and protect diversity because it allows people to get free from prejudice and fosters a climate of equity and mutual respect. Moreover, it would enable small groups such as businesses to create a success-oriented, friendly environment that executes unique skills some people possess and produce innovative solutions from productive teamwork.
Workplace diversity occurs as a widely discussed topic among employers and recruitment professionals. It is essential not to associate diversity and inclusion with merely hiring people of contrasting ethnic groups since it is more than ethnicity. Over the years, the concept expanded and included various factors such as age, gender, race, culture, religion, sexual orientation, disability, class, education, life experiences, personality, and opinions. Inclusion in the workplace is about hiring more different people who add more value to the business. Encouraging more diversity within the industry has several significant benefits for the company and its employees.
There are two types of diversity and inclusion: surface diversity and deep-level diversity. Surface inclusion is based on characteristics that can be observed immediately, such as race, age, sex, and ethnicity (Adams et al., 2021). These are biographical characteristics that a person can keep without knowing their coworker as well. Sometimes surface diversity can come with stereotyping based on different aspects, and in modern society, it can be expected. However, the deep-level assortment includes attributes that cannot be noticed without actually knowing the person. These features incorporate personal values, experiences, character, and work preferences (Adams et al., 2021). Moreover, these characteristics become vital for determining the best working style for an individual.
Inclusion has various benefits for the employees and employers as a group. For example, it guarantees that there would be fewer conflicts in the workplace since people would have a better understanding of each other’s differences. Inclusion will provide a source of unification since people would be connected through a common purpose (Grobman & Ramsey, 2020). Furthermore, diversity will increase one’s confidence, as employees understand that differences are not mocked but celebrated. Additionally, it will boost employee engagement since people will realize that inclusion is for everyone, every idea will be listened to, and every person will be valued in this system.
A team with a high engagement level is more likely to be more productive and motivated. Moreover, the recruitment process will become more comfortable since its reputation will rise, and employee turnover will decrease (Grobman & Ramsey, 2020). However, there are issues that diverse teams have to deal with, and it is stereotyping, which, unfortunately, still exists nowadays. To battle this issue, people should educate themselves more, which would also benefit their work.
Diversity has a special relationship with culture, which represents a vital part of inclusion within the group. Cultural factors combine surface and deep-level diversity, which means that cultural differences both can and cannot be easily observed by a person. Cultural diversity represents society’s characteristics through several phenomena combined, while inclusion means individual differences. However, these concepts are tied, and they are similar in their nature.
There are several cultural dimensions: high individualism, which, as the name suggests, values independence and autonomy; high collectivism, which values harmony and loyalty. Moreover, there is high/low power distance, which maximizes/minimizes status differences between members; low/high context values direct/indirect communication (Adams et al., 2021). The diversity differences can be considered cultural in the context of religion, class, education, and sometimes opinions.
Implementing such an essential aspect as diversity in the workplace can create some issues. A team needs to learn how to bridge differences through recognition of differences and to match the social and task needs of the group. The National Communication Association Credo for Ethical Communication is the best guide to teaching the team to listen actively, respect all members, and avoid harmful communication (Adams et al., 2021). It is also vital for an individual to be willing and open to the concept of diversity and understand the individual needs of separate persons.
Furthermore, the concept of mindful communication will be an excellent aid for those who are willing to understand and work through the issues that arise in highly diverse groups. Conscious contact incorporates the principles of mindfulness in the way one person corresponds to another (Thomas, 2020). The regulations include being attentive to the other person, remaining open and non-judgmental, mainly when judgment arises due to cultural differences, and being self-aware (Thomas, 2020). Mindful communication means being extraordinarily conservative and respectful towards one’s group, being less hurtful, and overall mind the words one is speaking.
To conclude, although diversity incorporates acceptance and respect, the concept still can have some issues connected to the people within the idea. For example, even nowadays, stereotyping and lack of mindful communication can arise, which may divide the inclusive group. It is vital to remember that diversity is a spectrum, and it takes time and effort to become productive in such a group. It is essential to support inclusiveness in all spheres since it creates a climate of equity and mutual respect. If implemented correctly, diversity can be beneficial to the employees and employers. It will allow small businesses to create a friendly environment that prioritizes skills and understanding within the group.
References
Adams, K., Hoelscher, C. S. & Galanes, G. J. (2021). Communicating in groups: Applications and skills (11th ed.). McGraw-Hill Education.
Grobman, L., & Ramsey, E. (2020). Diversity, inclusivity, and equality. In Major decisions: College, career, and the case for the humanities (pp. 168-176). University of Pennsylvania Press.
Thomas, J. (2020). Staging difference, performing diversity. In Diversity regimes: Why talk is not enough to fix racial inequality at universities (pp. 115-142). Rutgers University Press.