How Does Managing Inclusion in Organizations Differ from Managing Diversity?Essay Preview: How Does Managing Inclusion in Organizations Differ from Managing Diversity?Report this essayHow does managing inclusion in Organizations differ from managing diversity?Due to globalization, many countries have seen an increase in immigrants and as a result have diverse population. Hence, the organizations today have a lot more diverse work force than before. Therefore, there is a growing need to manage diversity at workplace. Managing diversity for an organization includes religion, age, disability status, gender identity and sexual orientation. Organizations have to prevent discrimination against these, avoid negative conflict among diverse groups and provide an inclusive environment for its employees. Organizations have to approach diversity as a whole but inclusion in an organization is an active process in which diversity is viewed as valued resource. A particular organization may not have as much diversity but still has to focus on inclusion. For example, if an organization has all whites working for them as employees, the organization still has to focus on inclusion. Not all the employees have the same culture, background, gender, religion, upbringing etc.
Give 2 examples of the practice of inclusion using at least 2 of these levels of analysis? (group, intergroup, or organizational)Group level inclusion: Inclusion in a group is created through following suitable practices and establishing appropriate norms such as treating everyone with respect, giving everyone equal opportunities, emphasizing teamwork, and working through conflicts effectively. Because of diversity in the groups, the members encourage disagreement. They realize that more disagreements will bring more effective solutions as the members are expected to feel included and contribute to their best ability. For example, a group of multi-cultural people are a part of a gaming company. Their team will function better to deliver a better product as they have adopted the above-mentioned characteristics of group level inclusion. Another example that I can I think shows group level inclusion is the international space station. Astronauts from different countries, backgrounds, cultures, race and gender work together efficiently in the space missions.
Organizational level inclusion: The environment of inclusion in an organization depends on the policies and practices they choose to implement. The inclusive environment depends on the organizations core values, norms, goals, operating systems, and strategies. Leaders also play an important role in defining the inclusive environment in an organization. For example, how the employees are hired, retained, trained, evaluated and promoted says a lot about the inclusive environment of the company. Equal opportunity and fairness is practiced in inclusive organizations as a result the employees feel included, have been treated fair, and they have a position of power as they are included in every decision made by the organization.
Achieve and Engage in a Healthy, Equally Friendly, and Open Environment For any employee to thrive in an active, inclusive and supportive and diverse environment, one must do something about the negative impacts this can have on the workplace. Achieving this goal does not have to involve sacrificing time, effort, or talent. The key is to find an environment that is welcoming and inclusive and that values diversity both within and outside the company. We believe that our employees make a choice that matters more to themselves than for others. If you work at an organization with organizations which do not have diversity, work conditions which do not allow for such conditions, your colleagues will not see this as fair as they do. An inclusive environment should be inclusive for everyone, and it should be inclusive in its focus on the needs of all, without being insensitive to specific employees. Be open to a variety of perspectives within an organization; regardless of your religion, class, or race, you need to engage the diversity of your organization. Inclusive workplaces, because of the diversity that can exist within a company, can create more opportunities for individual employees and individuals to grow and thrive. The diversity should be reflected in the work environments that the employees are used to. For example, in an office with a diversity quota system. If employees have to learn the lingo and vocabulary of language that they do not understand, they won’t be able to share the same words or understand different terms. In an office with a diverse quota system, some coworkers will continue to have the exact same type of work environments because they still work in a different language.
Achieving the Equality of Employees
In order to ensure that diverse employees can thrive within an organization, the employee should consider the following criteria:
How well the employee is matched for their talents and interests: A selection of employees at an organization must include everyone who has the same talents, interests, and values as members of the same group. Diversity should be a critical factor in shaping the employee’s work life, while being responsible towards their career goals, beliefs, and responsibilities. Inclusion of diverse employees is crucial for achieving equality for everyone regardless of their race, race and beliefs. The above guidelines should help ensure an effective and constructive relationship between the employee and the employee. The employee is expected to be there to represent the employee or the organization as an effective leader. An equitable and diverse workplace should result in the following benefits:
a safe, positive environment where employees are not afraid to express opinions and speak their mind
a professional, collaborative culture where employees are respectful of other employees, especially their families and the members of the organization
a strong leadership team where employees can lead with confidence and teamwork
a flexible and diverse working culture
strong and efficient internal governance
a supportive family culture
An inclusive workplace needs to be open to all, even within the same organization. For individuals who have chosen to leave or have adopted a non-discriminatory culture