Workplace diversity

Junior (College 3rd year) ・Business ・APA ・3 Sources

Diversity in the workplace refers to the variety of individuals present inside a company. It includes things like personality, cognitive style, job title, ethnicity, gender, race, and more. Diversity concerns how individuals view one another; the tenets influence interactions in both positive and bad ways. For a diverse workforce to function, issues including communication, change, and flexibility must be adequately addressed. Successful companies, like KAPResources, understand how important it is to manage diversity within their organizations and are willing to pay money and use resources to do so (Simpson, 1949). Communication is essential for a diverse business workforce; it requires knowledge of how diverse the employees are. Others look at meetings as time wasters while others look at it as a way of enhancing the business. Communication within the business is critical in maintaining the inter-staff relationship. Modification of communication methods to suit every single member’s preference is difficult. The company should prepare adverse communication platforms to accommodate various preferences. For instance, face to face meetings, online meetings, translatable written materials, and email groups to accommodate diversity (Tayeb, 1996).

The ability to embrace diversity influences the success and competitiveness of business. Diversity increases adaptability through increased work space. Organisations embracing diversity increases the supply of solutions for instance in the allocation of resources, sourcing, and service provision. Diverse employees bring on board unique and different talents and experience that help improve the business. The new talents and skills help deal with issues in customer demands and fluctuating markets across borders. For instance, the employees from Spain have a better understanding of the Spanish market than the ones coming from the United States of America (Jackson, 1992).

Diversity provides a broader service range. It comes with different skills in culture, languages, and beliefs that increase customer base on a global base. It is easier for a Spanish employee to convince a Spanish customer compared to an American employee who understands Spanish. Diverse work base like for instance the fifty new employees that should come on board for the company have different viewpoints. Fifty employees mean fifty different ideas of doing things and hence this positively enhances the business if only the approach to find the details is convincing. It provides a pool of ideas through previous experiences from different countries. The company can pull ideas from the pool of ideas to meet the business plans and goals. Diversity plays a major role in the implementation of the ideas since diversity means reaching out to many people of different upbringing and background, this helps see the success of the business (Tayeb, 1996).

For KAPResources, diversification might be the solution to their problem. In the quest to find a recommendation for the two countries, diversification will play them a major role. It will help them understand the nature of the market from a broader perspective and advice on how cautious they need to be entering the market. It will as well help them to understand the market they are going to, the competitors and a feasibility study to capitalize on the undoing of the competitors to see the success of the company. Since it is a consultancy firm, diversification will help them in persuasion through language but only if they consider native employees from the states they want to invest.

Diversification is the latest killer trick in the commercial world. When a person needs to have a wider market, they should consider diversification. However, it comes along with problems, for instance, the problem in communication and culture. The solution can be through exploring communication methods that suit different countries and cultures. It enhances job provision across different countries as the seller gains a wider market.


Jackson, S. E. (1992). Diversity in the workplace: Human resources initiatives. Guilford Press.

Simpson, E. H. (1949). Measurement of diversity. Nature.

Tayeb, M. H. (1996). The management of a multicultural workforce. Chichester: Wiley.

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