The quest for workplace diversity today
is evidenced by the proliferation of the
chief diversity officer position now utilized by many leading corporations. Meanwhile, less dynamic organizations continue
to plod ahead, clinging to the mantra, “That’s
the way we’ve always done it.” But companies who fail to commit to developing diversity strategies are leaving a lot on the table.
“Diversity in the workplace should be welcomed rather than feared,” says Dr. Kathryn
Epps, assistant professor of Accounting,
Coles College of Business, Kennesaw State
University. “Leading companies are finding
innovative ways to increase the diversity of
their work forces, and many of these companies are reaping the rewards of increased
productivity, decreased turnover, expanded
customer bases and heightened innovation.”
Smart Business recently spoke to Epps
about how embracing a strategic plan for
diversity can help retain top talent and promote worker engagement and why it’s crucial to address diversity on a continual basis.
Why is a diverse workplace so important?
As companies increase the level of business
conducted internationally and as the population of the United States becomes more
diverse, it is critically important for the work-place to reflect the diversity of a company’s
customer base and potential new markets.
Additionally, an understanding of and respect
for the diverse cultural backgrounds of coworkers and customers is important to create the synergistic environment that fosters
innovation in today’s competitive work environment. Employees want to work for companies that respect individuals for work contributions, regardless of cultural background.
The hidden costs of employee turnover,
lost customers and failure to capitalize on the
strengths of heterogeneous work groups can
exceed the costs of strategic diversity initiatives. Also, good will is established with customers and the surrounding community
when the work force is inclusive of members
of diverse segments of society.
What are the consequences of not having a
diverse workplace?
Promoting inclusiveness in the workplace is an intentional act that usually requires the
utilization of company resources and the
support of top management. Failure to create
a diverse work force can harm productivity,
inhibit innovation and send negative signals
to those outside of the organization. In terms
of productivity, talented employees are more
likely to remain with an employer that fosters
a welcoming environment to individuals
from diverse backgrounds.
What common problems do companies face
with diversity?
Common problems include failure to
address diversity issues or problems that
arise, to devote significant resources to diversity and to establish an appropriate stance
towards diversity from top management. As
the workplace environment becomes more
diverse, the skill set of your managers must
broaden to include establishing professional
relationships with your employees and customers from differing backgrounds. This skill
set is not included in the standard business
curriculum, and many managers tend to
ignore problems when they arise.
How can diversity issues be diffused and/or
resolved?
Like many other areas that can impact the
ability of a company to succeed, diversity
issues should be addressed before they arise,
when they arise and on a continuous basis.
The prevention of diversity issues can
include training regarding cultural insensitivity and communication with colleagues and
customers from diverse backgrounds.
Training on the subject of diversity should be
regarded with the same level of importance
as training in technical or operational areas.
Appropriate handling of issues related to discrimination can mitigate costly legal problems, prevent a negative company image and
protect and promote company productivity.
Employees should know whom to contact
when they believe they have been the victim
of discrimination, bias or harassment.
Equally important, employees should feel
that their work environment won’t become
even more hostile when issues are identified.
How can a diverse workplace lead to better
business?
First, businesses that foster diversity and
create a welcoming environment for employees from diverse backgrounds are likely to
attract top talent. When potential new hires
believe they will be allowed to be productive
without regard to their age, gender, race, ethnicity, religion, ability status or sexual identity, then the pool of talent that is interested in
employment is broadened. The population of
the United States is predicted to become
more diverse, and talented workers are
found in many different groups. Attracting
and retaining these workers to your business
is a challenge that can be met with appropriate strategic planning in the area of diversity.
Second, we live in an era of global commerce. The tools of establishing international
work relationships are often sharpened in
the diverse work groups of the home office.
These skills include respecting individual differences and backgrounds, developing solutions to perceived barriers and finding common grounds for successful outcomes.
DR. KATHRYN EPPS is assistant professor of Accounting, Coles College of Business, Kennesaw State University. Reach her at
(770) 423-6085 or [email protected].