Importance of Diversity

Diversity is an issue that elicits debate on its significance to organizations. Often, it is argued that diversity is important in helping a business to thrive. Although, the effects of diversity vary, its implication on performance of employees is critical.

Diversity is an issue that elicits debate on its significance to organizations. Often, it is argued that diversity is important in helping a business to thrive. Although, the effects of diversity vary, its implication on performance of employees is critical. Increased growth, improved quality of workforce and decreased turnover are among the numerous benefits associated with diversity and those issues are described in social problems essays

When referring to increased growth, it is alleged that a diverse workforce enhances the strength of an organization leading to increase in productivity and profits. It is noted that company progress is a central part that influences the growth of employees since it provides a greater range of opportunities for career advancement. Equally important, organizations that employ workers with diverse backgrounds stand a pole position to benefit from understanding the needs of different customers. It is possible since workers with different backgrounds have the capacity to inform organizations about preferences, needs, tastes, and values that characterize diverse backgrounds. These aspects are critical in informing the strategies employed by organizations in marketing, production and other customer-related processes.

When an organization recruits workers with diverse backgrounds it receives an opportunity to hire better-trained staff. Thus, embracing diversity allows an organization to benefit from an improved workforce quality, since there appears a possibility to select workers from increased pool. Hiring from different backgrounds helps both organizations and employees. Workers obtaining their requisite skills have a greater probability of achieving set goals than narrowly selected workers who may lack the experience to execute company strategies.

Another benefit that organizations gain from hiring a diverse workforce is related to decline in turnover rates. When an organization does not allow diversity, possibilities of conflicts escalating, which leads to resignations, remain high. A company that encourages diversity contributes to lower turnover rates and reduced training costs. By reducing turnover rates, organizations benefit from steady labor. It is also indicated that workplace diversity contributes to an increase in worker flexibility, since people with various backgrounds have different practices, religions and behaviors. Thus, organizations that employ workers with different backgrounds will have to provide some form of flexibility to suit the needs of their employees.

Apple Inc. Background

The Apple Inc. company is among the most famous technology-related entities across the globe. Initially located in California, Apple came into the picture in 1976 after Steve Jobs and Steve Wozniak had released Apple I. The company was started from a garage’s basement. From that time on, Apple Inc. became prominent based on its production of high-quality computers such as Power Mac, Apple brand and Macintosh computers. However, from the 1990s, competition for the computer market heightened leading to a challenge which pushed the company’s sales downward. Nevertheless, in 2001, the company captured the world of technology after release of Apple iPod.

After producing their first computer model, Steve Jobs and Steve Wozniak took it to a computer store in a bid to enter the market. The storeowners ordered fifty pieces, which appeared a difficult task for the two. Despite meager resources, Steve Jobs and Steve Wozniak managed to acquire the accessories they required to assemble fifty machines. Fifty computers were ready in thirty days. From the initial sales, the computer makers were destined for greatness, as customers liked them. The company continued to perform high level work by constantly improving its products and remaining on top of the industry. Another notable production was iMac which marked the company as a major computer manufacturer. Currently, Apple is a leading player in the technology industry.

Apple Diversity Concerns

According to Owens, technology companies such as Apple, Google and HP are among the companies that have hidden the workplace diversity data. Speculation indicates that the diversity concerns continue to worsen with time, since in 2008 and 2013, the companies concealed the data. Owens goes further to indicate that such companies lost more than ten percent Black and Hispanic employees during the period between 2000 and 2005. The loss led to a scenario where Blacks and Hispanics constituted only seven percent of the company’s workforce, despite the growth in the proportions of the two minorities to sixteen percent in their overall employment rate. The fact that Apple and the other companies shielded their data may point to the idea that the diversity concerns could be worse, despite the insistence by the entities that they are protecting their trade secrets.

Owens reported that Apple Inc. was among the companies, which successfully blocked the release of their employees’ data after appealing to the Labor Department citing the protection of competitiveness as the main motivation. The refusal to reveal the details of for instance, the number of males, Blacks, Whites, etc., demonstrates a hidden secret that logically has nothing to do with trading secrets or competitiveness.

Lack of Diversity

Lack of diversity goes beyond having a mixture of workers from every section of the society. An organization can provide equitable representation but lack of diversity if the spirit of inclusiveness does not prevail. In such a case, a workplace would lack diversity if it fails to reconcile workers to work as a team with a common mission. In case divisions emerge, the possibility of having a broad but disjointed workforce is real. In such a scenario, an isolated workplace is created, which is an aspect that compounds the pursuit of organizational goals.

In an organization where diversity is a problem, the issue of racism is also likely to rear its face in many ways. For instances, biases based on race, age, sex, etc., are likely to undermine unity or harmony. It is not hidden that workers may hold feelings about age, race or other differential attributes. Negative feelings about some groups are often based on stereotypes or false perceptions. When managers or supervisors hold such feelings, the workplace is likely to suffer, since the working atmosphere is compromised.

Communication is a critical process within any organization. Diversity brings many variations aboard. Hence, a well-organized company should manage workplace diversity. However, a poorly managed entity is likely to suffer from employing workers with diverse background. The absence of diversity in a workplace is likely to lead to miscommunication. Miscommunication may become a reason of occasion confusion or hurling of inadvertent insults among employees. Thus, preparing employees to ensure a wide understanding of the norms of different groups is significant. However, poor handling of diversity poses a danger of undermining organizational performance, since the miscommunication has the potential of poisoning the workplace.

Companies that do not encourage diversity at the workplace may also affect change measures within organizations. For instance, if an organization seeks to introduce change to enhance diversity, existing workers may sabotage change mechanisms, since they feel that such measures pose a danger to their dominance. Resistance to change may also become apparent when employees are simply judged based on their sub-group as opposed to ability. Resistance to change is likely to undermine productivity, sow seeds of discord and poison employee relations. In extreme cases, disenchanted employees may pursue legal redress leading to major concerns for the organizations involved in terms of costs.

Addressing Diversity

Based on the paper, it is apparent that lack of diversity is anti-organizational process. Hence, business entities are under obligations to devise measures to ensure diversity. Besides the need to enhance organizational productivity, organizations are obliged by law to hire employees in a manner that promotes diversity. As early as 1964, the Title VII of the Civil Rights Act outlawed treating employees in a different manner on basis of differentials such as age, race, sex or ability. Nevertheless, attaining diversity at the workplace extends beyond hiring employees from different sub-groups, since finding workplace solutions regarding diversity entails helping employees by implementing diversity projects, welcoming and respecting each worker and instituting community outreach projects to cater for worker differences.

Before devising mechanisms aimed at redressing diversity concerns, organizations need to recognize the existing issues at the company. For instance, the company needs to decide whether it is extending appropriate customer service or achieving its intended results. Brainstorming on such issues is likely to bear diversity solutions. In addition to examining organizational issues, assessing employee needs is also critical in improving diversity. In this regard, an organization may consider interviewing employees in order to understand what workers prefer to see at the workplace. Interview questions should focus on how the organization can improve productivity by boosting staff morale. Using workplace assessments, existing data and job satisfaction surveys, an organization can evaluate the levels of diversity and respond appropriately to correct the situation.

Another significant approach that the organization has to consider in addressing the problem is to write a diversity plan. In such a case, the organization should have diverse recruitment practices, fair promotion and employee benefits and equal opportunities irrespective of gender, age, culture, disability, or race among its core objectives. Equally important, such plan must outline the policies in place to ensure diversity. The aim of the plan is to train employees of different cultures to inform them about diversity.


73 Lượt xem