Promoting Diversity in the Workplace: Diversity Education

Workplace Diversity
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Due DateWorkplace Diversity
The increased levels of globalization mean that employees no longer work in an insular environment and have to interact with people from different backgrounds. With this in mind, the concept of workplace diversity has increased in prominence in the workplace. Workplace diversity describes the recognition, understanding, and acceptance of individual differences in terms of race, age, physical ability, and religion, among others (Cletus et al., 2018). To gain a competitive advantage, the organization has to promote diversity, train employees to embrace diversity, and address workplace discrimination to enjoy the various benefits associated with diversity.
One approach that an organization can use to improve workplace diversity is the implementation of effective mentorship and coaching programs that orients employees to a new environment. To this end, an organization should strive to ensure that employees’ assumption that may threaten their ability to accept diversity in the workplace is corrected. A coach or a mentor is in a position where they can effectively identify attitudes, feelings, and ignorance that could affect workplace diversity and make corrections necessary (Murphy, 2018). In addition, an organization can promote workplace diversity by encouraging the extensive involvement of top management in workplace diversity considerations. To this end, the organization has to make sure that the top management acknowledges their commitment to workplace inclusion and programs intended to facilitate handling diversity.
Diversity education plays a leading role in increasing workplace diversity as it teaches employees how to become more inclusive and emphasizes the importance of diversity. Thus, managers and supervisors need to come up with ways to encourage employees to be more enthusiastic about diversity education. First, a leader can encourage the workforce to embrace diversity education by embodying the value of inclusiveness in their interaction with the employees. To this end, a leader has to offer equal opportunities for every employee in the workplace (Ng & Sears, 2020). Second, the leader should make sure that people-centric departments are trained to overcome their unconscious bias when recruiting and assessing employees. The practice creates an organizational culture where employees are judged based on their value-additive aspects such as experience, skills, and expertise (Cletus et al., 2018). Third, the leader can encourage diversity education for the employee by creating a workplace culture that celebrates diversity. The celebration of workplace diversity demonstrates the high value placed on diversity by the organization and creates an environment where employees feel that their diversity is accepted. Notably, the three approaches demonstrate the extent to which a leader is committed to diversity and encourages employees to actively participate in diversity education.
Workplace diver...