Persuasive Essay: Diversity and Inclusion in Business Administration

Diversity and Inclusion in Business Administration
Ricky Portier
Southern New Hampshire University
ENG-123
October 3, 2021
Diversity and Inclusion in Business Administration
Introduction
The modern business environment is characterized by increased globalization as countries strive to enter into new markets and take advantage of the growth in information technology. As more and more companies venture into new markets and as technology opens new windows for executing business operations, organizations are increasingly finding themselves with the challenge of handling cultural diversity and multilingualism within the same company or client environment. Research in the concept of globalization and its effects on leadership has indicated numerous benefits for globalization. Almost all research studies indicate that an inclusive culture in the workplace helps an organization reap the full benefits of a new market and helps in improving the internal environment. By embracing cultural inclusivity and diversity, business administrators or leaders motivate employees and, by extension, increase productivity. For an organization to fully appreciate this benefit, the management must recognize that the global market is marked with individual differences in terms of culture and language.
Business managers need to understand that incorporating diversity does not entail developing a new program. On the contrary, diversity is integrated with existing programs/processes that are already at play. Garg and Sangwan (2021) argue that when well-integrated in business processes, variety acts as a lens for evaluating, identifying, developing, and enhancing talent. Diversity is key to talent management, which is a systematic process of attracting, identifying, developingt, assigning, preserving, and placement of employees having value in a company to perform critical roles. In this case, these organizations do not have one individual recruiter but multiple recruiters who are aware of the cultural differences among the populations they are recruiting from. Organizations need to know the importance of accountability in their operations, which is reflected in their manager’s ability to develop an inclusive and diverse work environment. Top managers may advocate for diversity and inclusivity. Still, the middle-level managers run the operations and create a work experience for the employees that should take accountability when it comes to creating diversity.
Diversity can cut along with many dimensions but what matters most is the ability of an organization to identify appropriate dimensions, gauge them, and include them in the parameters of evaluating managers. As aforementioned, creating diversity is not about developing new measures but rather using the set strategies in evaluating existing measures. Effectiveness of diversity programs in an organization can be gauged through internal staff surveys, employee turnover and retention, and workforce composition (Ali et al., 2015). Moreover, given the pace of globalization, diversity should also be used as a lens through which the organization sees its customers and other community stakeholders. According to Liu, Bergman, and Hernandez (2020), cosmetic diversity involves the perceived n...