The importance of diversity management

 

The importance of diversity management

 

Cultural, gender, sexual or religious orientation, ethnic, age, physical or psychological diversities exist in the teams of any company. And little by little they will become more so.

 

The road to multiculturalism is inevitable. However, welcoming is not enough and integration is needed to make the investment productive. For diversity to go from being an obstacle to a value, in organizations, we must deal with the management of diversity.

 

Managing diversity in organisations. To be competitive, we must approach the facts differently and choose alternative paths. And to obtain this unique and original mix of values, you must, as always, start with people. Cultivating diversity and, above all, managing it is a fundamental success factor. Diversity management represents the set of strategies implemented by an organization to change its characteristics, through the recruitment, inclusion and promotion of people who express the multiple differences present in society. Promoting diversity is a way to create an environment capable of increasing competitiveness, productivity and profits, linking the results of the organization with the issues of social justice and inclusion. Fortunately, many companies are coming to understand that, in addition to monetary value, there is a strategic reputation value to be cared for. In this sense, good diversity management and inclusive practices are not only important from an ethical and productive point of view but also have a significant impact on talent acquisition and retention.

 

Models of action. Some companies address certain issues just to improve their image. In these cases, policies are rarely effective. Then some are self-regulating with quotas on gender, ethnicity and so on.

Another approach is to remove all kinds of barriers to maximise the performance of all employees. Here, management systems must create a working environment where everyone feels comfortable, safe and included. And it is essential employees must be treated as individuals rather than as part of specific groups, so as not to create complexes and ghettos. Finally, there is the possibility of creating a corporate culture based on knowledge, tolerance and the promotion of diversity. This is not easy, because all employees must work on self-leadership far beyond the work environment. An approach that, maybe considered too intrusive.