The modern principles of the social and economic development are in a constant progress. The concept of diversity as the concentration on people’s differences and similarities in age, gender, personality, race, national origin, religion, and social status is actively discussed by managers of multinational corporations, but it is also important for representatives of small companies who follow the contemporary trends in business and economy. Diversity in workforce can be discussed as a characteristic feature of the company’s approach to human resource management when considering employees as unique personalities, managers provide them with the equal opportunity to succeed at the workplace because of their abilities and skills without discriminating them in relation to differences in age, gender, culture, race, class or religion.
Several decades ago workforce diversity was usually referred to the issues of age and gender when managers mainly discussed the questions of female and young employees. Nowadays, managers are inclined to focus on diversity in the wider context, and they determine diversity of a person, race, national origin, religion, and social status as significant factors for contributing to the increase of employee’s flexibility and creativity within the organization. The modern interpretation of the concept of diversity at workplace is based on valuing individuals because of their talents and skills, but not on judging them because of differences (Bell). It is the manager’s task to create the positive atmosphere in the company where people of different cultures, ethnicities, and religions work (Connerley and Pedersen). Thus, it is insignificant whether an employee a man or a woman, Christian or Muslim, of the high or middle social status because the accents are made on his or her professional qualities.
The globalization processes and the accents on multiculturalism make companies correct their vision of diversity and focus on the benefits which the workforce diversity can bring. Valuing people’s uniqueness and contributing to creating the multicultural and diverse work environment, it is possible to increase the level of the organizational performance and employees’ competitiveness with references to their creativity and flexibility.
Bell, Myrtle P. Diversity in Organizations. USA: South-Western College Pub, 2011. Print.
Connerley, Mary L. and Paul B. Pedersen. Leadership in a Diverse and Multicultural Environment: Developing Awareness, Knowledge, and Skills. USA: Sage Publications, Inc., 2005. …