New Diversity Management Strategy

Question: Discuss about the New Diversity Management Strategy. Answer: Introduction Workplace diversity is one of the most important aspects that many organizations have embraced and has become a valuable tool to be used to achieve organization's goals. In the case presented above, the problem is that the company has not given equal opportunity to muslims in terms of employment and catering for their social needs. When ordering for foods during meetings, company management forgets that Muslims are part of the company and therefore they end up being discriminated against. To address these problems at hand, management needs to factor in all the employees needs in terms of their social needs and employment criteria so that the company works well with diverse employees. (Paludi 2012). In his book, Carr-Ruffino (2009) argues that to effectively manage diversity organizations need to have a good strategy because it is only through a new diversity management strategy that the organization can realize the following benefits. In the case for this company, management should liase with representatives from different religious groups when planning for meetings and events of the company. Through this strategy, the company will be able to know how exactly to meet the social needs of each group represented within the company in terms of food and recreation. For instance the representatives of these groups can suggest ways in which their groups can be catered for during company meetings. This new strategy has the following benefits for the company. New management strategy produces a positive spillover effect in the organization. For instance, through diversity, an organization hires the best employees because it helps organizations to search for and get best skills suitable for a certain task (Mor-Barak 2014). Therefore, organizations through an effective diversity management can employ only the best suitable candidates as opposed to a case where there are homogeneous employees. The new strategy will improve organizations creativity, innovation and make it easy for organizational problems to be resolved. When people from different backgrounds come together and share their experiences, there is a tendency of coming up with new and creative ideas. If people from diverse cultures come together and are not regulated, there is a tendency of lack of coordination amongst them (Kumra et al. 2011). Due to lack of coordination, their diverse views turn out to be arguments, and they cannot come up with any meaningful resolution. An organization with a new management strategy can ably manage employees from diverse backgrounds and therefore tap into their potential constructively rather than having the diversity bring disunity (Carr-Ruffino 2009). An organization with such new diversity management strategy will attract talented employees, and they can retain them because they can comfortably handle them. With a new diversity management plan, employees felt part of the company and included in the decision making processes. Due to this feeling, there is a sense of belonging and therefore a lot of loyalty from the employees. Gaining loyalty by an organization from employees is one of the most important things that any team strives to achieve and through a new strategy it can be effectively delivered (Carr-Ruffino 2009). Effective diversity management strategy is important for a company because it builds the reputation of the organization. Potential employees seek organizations with a good reputation because that is where they feel they can fully exploit their potential and talents (Paludi 2012). Because of reputation, workplace diversity is important both within and without an organization. A strategy of commitment to aggressively reach out to new talented employees and recruit them improves the company reputation and therefore enhances the productivity of the enterprise. Organizations that are ethical regarding diversity management attracts only the best talent and more customers because most customers are more concerned about an organizations social responsibility (Kumra et al. 2011). References Carr-Ruffino, N., 2009. Diversity success strategies. Routledge. Kumra, S., Manfredi, S., Vickers, L. (2011). Managing equality and diversity: theory and practice. Oxford, Oxford University Press. Mor-Barak, M. E. (2014). Managing diversity: toward a globally inclusive workplace. Paludi, M. A. (2012). Managing diversity in today's workplace: strategies for employees and employers. Santa Barbara, Calif, ABC-CLIO.