Workplace diversity is a critical provision in numerous organizations. Notably, bountiful firms have implemented varying strategies to efficiently tackle the challenges and prospects of this phenomenon. While referring to the best practices (used by Emirates Airlines as the case company), numerous strategies emerge. The first strategy is to recognize and appreciate all forms of distinctiveness within the workforce (Morgan & Vardy, 2006).
This will help in addressing the challenges and opportunities of workplace diversity with effectiveness. Such distinctiveness can be harnessed to promote prosperity and expansion of the company. In this context, diversity acts as an opportunity, which an organization can utilize to prosper tremendously. Additionally, challenges faced in operations, market trends, business prosperity, and future growth can be handled effectively.
This is only possible when diverse, qualitative, and novel opinions among employees are utilized profitably. It is feasible to have numerous options for handling various challenges within an organization. Hence, a focused organization should appreciate and enhance diversity within its premises as evident in the Emirate Airlines’ case. This will help in handling challenges and opportunities within an organization.
Another evident strategy is the eradication of discriminative acts within an organization. Discrimination leads to demoralization of employees with a consequent reduction in productivity, job satisfaction, and organization’s output. Treating every employee fairly is important in enhancing efficiency and job commitment (Groschi, 2011).
Additionally, it is crucial to train employees on the importance of diversity within the workforce and how it can be harnessed for the betterment of the company. Evidently, employees need each other in order to grow, attain their objectives, and propel the company into prosperity. Training employees to realize this provision is an important phenomenon. It makes them think differently and start valuing each other for mutual benefits.
Concurrently, prosperous organizations have employed equality and fair remuneration in their operations in order to enhance impartiality and eliminate prejudicial acts within the company.
Providing employees with equal treatments regardless of their racial, cultural, age, religious, and sexual orientations is critical and considerable (Shakhray, 2009). Paying equal salaries to employees in similar portfolios regardless of their distinctiveness has been important in various contexts. Previously, women were paid less than men even if their job specifications were similar.
This is no longer the case in companies, which embrace diversity. This has helped in motivating employees hence using this provision as an opportunity to prosper. Motivated employees are quite productive as indicated earlier. It is important to pay employees based on their qualifications, job specifications, and roles assumed rather their cultures, races, sexes, and other prejudicial provisions. This has helped in addressing the challenges and opportunities of workplace diversity with value.
Another evident strategy is the fair recruitment and staffing of employees. This helps in getting the best and qualified staff regardless of their discriminative status. Most local and globalized organizations execute their recruitments and staffing activities transparently to avoid mishaps and undue favors (Groschi, 2011).
This has allowed potential women to attain lucrative jobs and positions in numerous organizations based on their merits, capabilities, and qualifications. This occurs regardless of age, race, and physical disabilities. Additionally, promotions are also handled fairly and only deserving candidates are promoted.
Groschi, S. (2011). Diversity in the workplace: Multi-disciplinary and international perspectives. Farnham: Gower.
Morgan, J. & Vardy, F. (2006). Diversity in the Workplace. Washington, DC: International monetary fund.
Shakhray, I. (2009). Managing Diversity in the Workplace. Mu?nchen: GRIN Verlag GmbH.