Workforce Diversity

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Workplace diversity refers to the variety of differences between people in an organization. Diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions (Greenberg , 2005). Interactions are routinely important in communication between employees, supervisors, managers, and even clientele. Personalities range in category from introverted to extroverted. Introverted people are completely different from extroverted and vice versa. An extroverted person has what’s called outward energy, which is motivated by others as well as directed toward others. An introverted person has what’s called inward energy, in which they have a great thought process that doesn’t require outward stimulation, but others can over stimulate them.

Diverse personalities within an organization can help put together the pieces of conversation to make decisions pure and concise.  Incorporating the educated with the experienced will help the gathering of variables a quickstep process. A diverse group should consist of differencing opinions, alternative character, ethnical backgrounds, and much more. Its not to say that a group need all these features to be diverse, but it would influence the outcome in a more positive and influential way. Gallup research has established that organizations that embrace diversity enjoy the greatest levels of worker engagement. This type of employee connectivity to the company is manifested by increased productivity, improved workforce quality, reduced turnover and training costs, fewer grievances, and enhanced corporate creativity in problem solving and value formation (Code, 2007).


Although the understanding of workplace diversity is important, it is equally, if not more important to embrace it. Embracing and accepting the altering viewpoints, differencing of opinions, cultural backgrounds, and the many other aspects of a diverse group will allow your organizational culture to expand. You can accept diversity in a workplace in many different ways. One way to accept diversity in the workplace is for employers to implement a structured diversity education or training program. Diversity training is a formal approach to teaching employees how to accept diversity in the workplace, and how diversity affects the organization’s performance. Employers can show their acceptance of diversity by implementing hiring practices that welcome candidates of various races, genders, ages, and other identifying characteristics. In fact, employers in the United States are required by the government to comply with various affirmative action and diversity policies (Finn, 2012).

Workplace diversity is very commonly used, notably enforced, as well as encouraged. It is not to say a business couldn’t sustain itself without it. But is so highly desired that it would be nearly impossible to become competitive without workplace diversity. It is not so much the question of being diverse or not to be diverse; but ultimately whether a business wants to be sustainable or highly profitable that dictates the motivation and implementation of diversity within the workplace. An organization that understands the importance of workplace diversity will thrive over one that does not. An organization that embraces workplace diversity (through training) will thrive over one that only understands the importance. Workplace diversity is highly important in the success of an organization. It requires strong understanding and good communication within the workforce to be a leading competitor. But workplace diversity is not required to be sustainable.


Finn, A. (2012). Ways to accept diversity in the workplace. Retrieved from

Greenberg , J. (2005). Diversity in the workplace: Benefits, challenges and solutions. Retrieved from

Code, M. (2007, April 02). Enhancing workplace diversity – strategies for success – see more at: