Workplace Diversity
When it comes to an organization, workplace diversity is a mandatory part in the workplace.
Leaders should always respect and should know how to deal with workplace diversity and treat
every employee in an equal manner. Considering about the diversity there are several diversity
factors in a workplace like age, culture, gender, racial, sexual orientation, and disabilities. These
diversities are very important for a wellbeing and the growth of a workplace. Leading a diverse
organization includes tracking progress toward diversity objectives and rewarding desired
behaviors and achievements. So that the leadership should focus on treating all the employees
in an equal way even though the expectations are different from each other. But most of the
leaders have an issue in managing the workplace diversity properly. Most of the leaders use to
offer some treatments to some parties. Because of this issue, some problems start to raise
inside the workplace.
I chose this issue because according to me I think workplace diversity is one of the most
important things that should be there inside a workplace which helps the organization in several
ways to grow and expand the business. Organizations may benefit from diversity in a variety of
ways. It may assist businesses in reaching out to a wide range of customers and expanding into
new areas. It may also accommodate a diversity of viewpoints. Paying attention to variety helps
a company to be flexible and adapt to market and economic developments. Leaders may also
help to build a learning culture by acting as mentors and inspiring others to do the same. As
well as the leadership is always responsible to keep the workplace diversity inside the
organization. Leadership of the organization has the responsibility of providing diversity
trainings as well as hiring the employees rich in diversity[ CITATION Gwe02 \l 1033 ]. If managing
diversity is to be most effective in improving the workplace experience in terms of color,
ethnicity, gender, age, and culture, leadership of diversity programs must provide a fresh focus.
Diversity self-efficacy, as previously mentioned, relates to an individual's assessment of his or
her capacity to successfully acquire and use cognitive as well as other resources to support
acceptable reactions to workplace diversity and foster a healthy diversity atmosphere. Training
program must focus on building diversity self-efficacy and giving the skills needed to alter
individual assessments of capacity to affect change in themselves and many others in the
workplace in order to achieve successful and long-term change. Respect for persons, the good
of the people, and fair treatment as involvement in the common good are three principles that
are particularly pertinent to supporting diversity in the workplace[CITATION Lap \l 1033 ].
Organizational leaders have traditionally worked with individuals who appeared like them,
shared their culture, and employed in the same geographical place[ CITATION Don14 \l 1033 ].
We anticipate seeing considerably greater focus on the relationship between diversity and
leadership in the future, reflecting both quickly changing workforce demographics and new
leadership approaches. Leadership does not have to take place inside the constraints of a
hierarchical organization; it may occur anywhere, at any moment, and in any context. The field
has progressed from an emphasis on the individual to a focus on communal behaviors over
