Workforce
Diversity - by Jim Potts
The United
States used to be called a “melting pot” in which each newcomer
was blended, more or less successfully, into the dominant culture. A
more appropriate terminology has been introduced. Now the U.S. is perhaps
more accurately seen as a “salad bowl,” in which many ingredients
retain their unique and distinctive qualities, while contributing in
their own special way.
This
shifting makeup of the U.S. population accounts for the increased workforce
diversity. Drawing on this analogy, consider the same “salad bowl”
concept in the workforce. Each ethnic group represented brings its own
special “flavor” to the work environment. Employers need to
learn this as a concept and utilize it to their advantage.
When we
consider diversity we must understand that diversity can be different
races, ages, cultural and geographic origins, disabilities, genders,
size and lifestyles. We have to also recognize that even within a particular
“diverse group” individuals can be different- just another
reason not to stereotype people.
There are
strong positives to having a diverse workforce. Companies have an opportunity
to tap into a wider, more diverse set of ideas and experiences. Furthermore,
a diverse workforce can also reflect the diversity of their customers
and the marketplace, an understanding of which may assist the company
in marketing their particular products or services.
Of course
there are some negatives as well. A diverse workforce represents many
different ideologies that may lead to tension and conflicts in the workplace.
The groups that are, and have been, more established in the workplace
may be somewhat reluctant to accept those who are different from them.
Communication becomes an object of concern from different perspectives,
one possibility being a disruption of the workflow due to language barriers,
another being the tensions that have been caused by bi-lingual workers
speaking in a language not understood by others in the workforce.
Employers,
in consideration of knowing that a diverse workforce has its issues,
need to be proactive by educating their managers regarding any form
of harassment. Employees should face harsh penalties for engaging in
behaviors that are contrary to state and federal guidelines. Liabilities
faced by the company can be swift and harsh. Do not ignore the issues
and do not ignore behavior that ultimately could cost the company in
down time and money.
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