Managing Diversity Strategy Paper


In ensuring that people from different groups do not suffer discrimination, recognizing, diversity means understanding how people’s differences and similarities can be mobilized for the benefit of the individual, the organization and society as a whole. The companies are managing diversity by ensuring fairness and equality is becoming not just a “good thing”, but an imperative in a changing and complex world. Many organizations have implemented various types of strategies in the last few years in an effort to deal with diversity. This paper provides the various strategies the organizations are taking systematically, to manage diversity and the benefits of managing diversity effectively.


Diversity means variety of basic characteristic of the natural world, where a confusing and seemingly endless variation in living form contributes to a complicated, complex biology. In Human beings, diversity is noticeable in languages, cultures, skin colour and other physical features. In organizations, a diverse team integrates ranging from differences in race, nationality, religion, ethnic backgrounds, as well as men and women, elderly and disabled, and those with diverse sexual orientations. In this context diversity means opportunities for all groups hired, and valuing the differences among them, thus forming a very integrated taskforce. Managing diversity must become a fundamental management philosophy that is integrated into all the organizations plans and processes for continuity and growth of the organization.

Principles for managing diversity

Equality/diversity policy

Organization should agree and maintain an equality committee and equality officer and communicate on equality with employees, clients, business contacts and service providers. Organizations should develop equality of opportunity in recruitment and selection processes including advertising. The organization should also build equality into job orientation in the place of work. The Company should integrate the equality dimension into training, work experience and employment counseling classes. The organization should build up equality of openings in promotions and development, including job re-grading or reclassification. For equality of the organization, there should be a good network with other enterprises and public bodies.

Raising awareness about diversity

The manager should organize awareness-raising training for staff to encourage greater appreciation of cultural and ethnic diversity and other differences amongst staffs. This brings about cohesion amongst staffs thus a conducive environment for working.

Induction, orientation and support

Workers need induction, orientation, and support to help them to cope with living in a Divergent environment. Induction requires a planned schedule which must include health and safety training; job orientation means giving guidance and realistic support in adapting to living in a new job setting.

Organization should appoint one person to manage induction and orientation, and to make sure new staffs welcome and integrated; support them in finding a foothold in a new job. The organization should help recruits to find a place to reside or provide it for them, temporarily or permanently, and provide information and help with public transport, driving licenses and access to medical care.

Retention and promotion

Good diversity management will seek to ensure that all workers work to their full potential, including opportunities to take on extra responsibility that will aid in their probability of promotion and retention.

Benefits of managing diversity effectively

Creating and managing a diverse organization provides genuine benefits, even if they are in the private, public or nonprofit sectors, whether large or small. Managing diversities help to create a connection among internal and external aspects of work of the organization. Organizations need to work out their own priorities. Some of the benefits includes:

  • Recruiting and retaining people from a wide “talent” base.
  • Dropping cost of labour turnover and absenteeism.
  • Managing diversity contributes to employee flexibility and responsiveness.
  • Builds employee commitment, morale, and “discretionary effort”.
  • Good diversity Management betters the impact of globalization and technological change.
  • Managing diversity enhances creativity and innovation.


Managing diversity is a journey, not simply an assignment! There are some key areas that need consideration: The organization need to identify and admit the kinds of diversity that are key. The organization also needs to work with different stakeholder to understand their own “production case”. The company should communicate what they are doing to employees, customers, clients, investors, funders etc. The employees should evaluate the impact of the diversity management strategy of the organization. Develop policies and practices that reflect and implement your dedication to managing diversity. Organizations should build trust from people within and outside its structures. Gain knowledge from others and target what you are doing. Above all, make diversity management a living part of your organization.