Gender and diversity in the workplace
Credit will be given for following the �principles� of a good review as explained in particular:
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? How well the review engages with the whole of the topic. For example, if the topic is �Leadership and
Motivation in the Workplace� then a review that just considers leadership traits would not receive a good
mark.
? The coherence of the review in terms of relating the cited papers etc. to each other instead of simply
summarizing each one of them separately. Marks will be deducted if the review relies too heavily on one
source.
? The quality of the papers etc. reviewed � i.e. have you reviewed the most important papers on the
topic?
? The completeness of the bibliography and the consistency of the referencing (using the Harvard
system).
GENDER AND DIVERSITY IN THE WORKPLACE
Introduction
Employees from diverse backgrounds are known to bring different experiences and
talents into play within an organization (Aronson, pp. 45. 2002). In this case, it would be
effective to point out that a diverse workforce knits several experiences, skills, cultural
understandings and languages within the functions of an organization, a factor that enables
companies to operate on global contexts in providing consumer’s diverse needs and improving
the success of the organizations competitiveness.
On the other hand, the element of gender calls for equality within a work environment
that calls for the combined efforts that ensure equal participation and shared responsibilities that
involve the both sexes in the processes of decision making and the implementation of workplace
policies that are directed towards the maximization of an organizations process. The primary
purpose of this paper is to conduct a literature review on gender and diversity within a work
environment.
Research Hypotheses
- Organizations that are developed in consideration of diversity and gender parity are more
likely to be effective in the growth and improvement of their functions as compared to
those that fail to take cognizance of the elements of diversity and gender.
Literature Review
Diversity is considered as a broader term that described different elements of differences
between workers. The differences between work members within an organization is considered
as an essential element that would result in workers understanding themselves and respecting
GENDER AND DIVERSITY IN THE WORKPLACE
each other views and gifting. Aronson (2002) alleges that when workers within an organization
have different values and beliefs are likely to face conflicts within a work environment if the
aspect of diversity is not cultivated within the functions of an organization (pp. 46).
Empirically, different literatures have determined the fact that diversity within the work
environment has had a dual implication to the effectiveness of different organizations. According
to Murphy, & Collins (2015), the element of work place diversity may be viewed as a double-
edged sword since it has the capacity to increase the workers capacity to engage in creative
activities within the work environment (pp. 216). This author consequently opines that diversity
is linked and interrelated with great innovation that improves the strategic decisions that are
made in improving the performance of organizations.
In order to achieve the fruits of diversity within the work environment, there is a need to
develop a genuine sense of inclusivity within the work environment. Many multinational
organizations consequently employ diversity management within their organizations in changing
the management philosophies within their company (Kim, Lee, & Kim, pp. 259. 2015). This
means that managers need to ensure that the differences among the employees in order to put
appropriate measures in understanding their areas of gifting and potential, an aspect that
improves the productivity of an organization.
Diversity within an organization ensures that the employees are offered equal platforms
to compete within teams. This therefore mitigates the element of workplace discrimination on the
employees (Kim, et.al.2015). Additionally, diversity within a work environment inspires the
aspect of creativity within the workforce considering the fact that diverse employees have
different perspectives and understanding of different issues within an organization. Offering this
GENDER AND DIVERSITY IN THE WORKPLACE
population opportunities and platforms within the organization encourages these employees to
share information on factors that would enhance the performance of the work environment.
Diversity within an organization also has the capacity to encourage the employees to
employ critical thinking that takes different perspectives in analyzing different information, with
this helping the managers in arriving at better decisions (Theodorakopoulos, & Budhwar, pp 179,
2015). The encouragement of employees from diverse backgrounds to participate in the
functions of any organization increases the competitiveness of an organization. Diversity in this
case also improves the decision making process, a factor that enhances the manner in which
problems are solved within an organization.
This consequently enables the employees within their teams to engage in innovative and
creative activities, which enhances the development of products and leads to successful
approaches of marketing these products to diverse customers as well. On the other hand, the
author mentions that diversity management has the capacity to send a positive message to the
market and the public that a company incorporates the proponents of social responsibility aimed
at providing equal platforms to every worker (Lerner, & Skizas, pp.24, 2015). Equality in this
case remains a legal, public and societal issue that need to be put into consideration by
companies that need to succeed in the market. Organizations that apply diversity management
within their functions establish and develop a positive image in the labour market.
It is additionally essential to consider the views of Charpentier (2013), who purports that
diversity also has some disadvantages that need to be considered by organization. An instance of
this can be depicted in the case where organizations increase their diversity, a factor that would
require trainings to be incorporated for the employees, managers and the supervisors (pp.12).
GENDER AND DIVERSITY IN THE WORKPLACE
These mandatory trainings may be viewed as forcing the employees to accept the element of
diversity irrespective of their personal experiences. Managers may therefore have pressures in
recruiting employees from diverse backgrounds considering the difficulties in dealing with such
diverse groups and accommodating their religion, cultures, origin, and genders within the work
environment.
Gender is also another element that organizations need to consider within their functions.
According to Opstrup, & Villadsen, (2015), gender within a workplace calls for a combined
effort developed with the aim of sharing equal opportunities, responsibilities and participation
between all the sexes within an organization. Gender inequality within the work environments
remains one of the challenges that organizations have faced. This element involves the
perception that defines what men and women can handle within an organization, a factor that has
resulted into issues within the workforce (pp. 291). Women have always been treated as lower to
their male counterparts in terms of production and income, a factor that amounts to latent
prejudices that are related to sexuality.
Bukhari & Sharma (2014) alleges that company’s need to adhere to relevant legislative
measures through offering equal opportunities to both genders within the work environment.
This is in consideration of the fact that the industry is competing for human talent, which is not
defined in the lenses of gender but in accordance to productivity, skills, and education within the
work environment (pp. 551). The talents and experiences of employees consequently remains the
pillar that needs to be considered within organizations. Companies therefore need to ensure that
appropriate measures are incorporated in ensuring that women are included within the functions
of an organization and are provided equal work opportunities as compared to their male
counterparts without discrimination.
GENDER AND DIVERSITY IN THE WORKPLACE
Conclusion
As determined Organizations that are developed in consideration of diversity and gender
parity are more likely to be effective in the growth and improvement of their functions as
compared to those that fail to take cognizance of the elements of diversity and gender. Through
these literatures, diversity has considerable benefits within a work environment even in as much
as there are some challenges that workers need to adapt to. These challenges would include
cultural and language barriers, prejudices that are brought by the employees within the work
environment.
It is essential to consequently mention that organizations need to overcome these
challenges in order to increase their competitiveness. It is essential to also consider that some
employees are likely to repeal to the changes that are wrought by the changing nature of the
work environment as a result of diversity. This therefore requires an effective diversity
management approach that meets the needs of such employees within the work place.
On the other hand, gender is also another element that organizations need to consider
within their functions. The findings of this literature review have disclosed that gender inequality
within the work environments remains one of the challenges that organizations have faced. This
element involves the perception that defines what men and women can handle within an
organization, a factor that has resulted into issues within the workforce.
It is therefore essential for organizations to manage the aspect of gender by minimizing
the differences that stand between men and women by providing equitable chances and
opportunities for these genders. Equal opportunities should allow women to also work at the
same levels and engage in different functions within the work place as their male counterparts.
GENDER AND DIVERSITY IN THE WORKPLACE
The modern industry is in search for human talent, which is not based on the lenses of gender but
in accordance to productivity, skills, and education within the work environment. The talents and
experiences of employees consequently remains the pillar that needs to be considered within
organizations.
GENDER AND DIVERSITY IN THE WORKPLACE
References
Aronson, D. (2002). Managing the diversity revolution: Best practices for 21stcentury business.
Civil Rights Journal, 6, 46-66.
Bukhari, S. S., & Sharma, B. C. (2014). Workplace Gender Diversity & Inclusive Growth in
Public & Private Organizations. Journal of Industrial Relations, 49(3), 551-563.
Charpentier, Will. (2013). The Disadvantages of diversity in the Workplace.
