In the essay the importance of diversity in organisations will be highlighted and it will be argued that organisations can implement specific practices to attract, select and retain culturally and demographically diverse employees. The following articles summarise this argument.
The increasing number of diverse employees in organisations can be attributed to globalisation (Richard 2001). Managing diversity successfully requires organisations to develop practices and skills to optimise workforce potential; this includes changing the way organisations attract, select and retain employees (Richard 2001).
Diversity in organisations is beneficial for several reasons. Firstly; the varying backgrounds and cultures that make up a diverse workforce provide a greater pool of knowledge from which the organisation can draw from when engaging in problem solving, decision making and idea creation (Konrad 2006). Secondly; when organisations value diversity they attract the highest quality employees for the various minority groups (Konrad 2006).
Although diversity in organisations can increase performance, several downfalls can arise if it is not managed correctly, including; conflicts caused from communication problems and a high cost for management and training programs to decrease such conflict (Kosseek & Brown, cited in Netto et al. 2014).
Tipper (2004) argues that organisations can attract diverse employees through; market research, increasing awareness of the need for diversity to current employees and correct use of communication channels (such as using the internet to reach a more diverse market).
Perkins, Thomas, and Taylor (2000) have found that organisations can attract minority groups by displaying the company’s value of diversity in job advertisements.
D'Netto and Sohal (1999) found...