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Diversity in organizations can be improved by following several steps. Additionally, there are benefits that are accompanied by improving diversity in an organization. Improved diversity enables employees to be well knowledgeable about colleague's cultures and have respect for different diversities. Different organizations embrace different cultures that guide employees on what to do. Therefore, an organization should be able to accommodate employees from various beliefs. However, an employee's culture, as well as sexual orientation, present interpersonal conflict in an organization. Such conflicts can result in reduced productivity in an organization. Therefore, to encourage productivity, an organization should be well informed of employees' cultures and sexual orientation and avoid activities or actions that can result in conflict.

Gender is also a topic to be considered in an organization. In an organization, gender equality is evident when all employees receive similar treatments at all times. Equal treatment should be evident on the basis of opportunities, resources, as well as rewards. However, there is evidence of improved gender equality due to female participation in healthcare, education as well as workforce. Age demographic in an organization shows how age is distributed among the employees. It is important since different age groups in an organization ensured an organization is productive. Age demographic shows advantages as well as disadvantages of various ages in an organization's performance.

Executive summary on steps to improve organization diversity

Encouraging organization diversity in an organization helps in promoting organization culture. Additionally, improved diversity in an organization helps employees to be more familiar with their colleagues. On the other hand, organization diversity improvement ensures working conditions are suitable for all employees (Brookeman, 1990). Therefore, there are specific steps that an organization should consider when improving organization diversity as follows;

Knowledge difference

An organization should be able to identify and acknowledge various diversities. Employees, as well as customer's diversity, can be related to gender, race, caste, and difference in management style (Reynolds, 2016). Different diversities in an organization is beneficial.

Provide inherent prejudice training to all employees

Even if employees in an organization can consider themselves as bias-free or open-minded, this can only be proven through their social interactions as well as an educational experience.

Provide counselors

To encourage employees who consider themselves as weaker due to their cultures, an organization brings in counselors who encourage them.

Employees learn by doing.

Another step towards improving diversity in an organization is letting employees learn by doing. Employees from various diversities can be assigned tasks together, which enables them to interact (University, 2015). Through interactions, they can understand and accept each other.

Diverse correspondence

Cross-culture communication is essential since an employee in an organization is likely to communicate with employees from different diversities. These employees can occupy different ranks in an organization.

Therefore, the best way to improve diversity in the workplace is comprehending as well as endeavoring to fabricate a concept. Through personal stage co-worker's familiarity, there is the promotion of a friendly working environment.

Benefits of organizational diversity

Organizational diversity involves the employment of individuals from different diversities. Diversity in an organization results in better performance since individuals have different skills as well as experience that can help a business become productive. Therefore, friendly rivalry can be evident in a diver's organization. Additionally, a friendly rivalry is usually a source of motivation in an organization that ensures employees are focused on organization goals (Chamorro-Premuzic, 2017). However, rivalry in some organizations can be evident due to diversity. There are various benefits associated with organization diversity as follows;

Through organizational diversity, organizational culture can easily grow and sprout. Organizational culture's importance is evident at various levels in an organization. Organizational cultures enable employees in an organization to be more knowledgeable about other employee's cultures and respect them. Additionally, incorporation of experience and skills promote organization productivity and efficiency (Stevens, Plaut, and Sanchez-Burks 2008). In some instances, organization culture can be a source of conflict, which can result in poor organization productivity. Therefore, an organization should consider employees' different diversities and combine employee's issues to come up with a robust and dynamic organizational culture.

A positive working environment is usually created in an organization when divers are strengthened via teamwork as well as enhanced communication. The positive environment ensures employees are productive in an organization. Therefore, the positive effect brought by involving minority groups in an organization's demographic composition is evident. Therefore, it is important if an organization works towards managing diversity in the workplace.

Therefore, diversity in the workplace also promotes creativity, the establishment of teamwork, and prevention of conflict. In that case, multiculturalism can be considered a catalyst for bringing positive change in an organizational change and social capital development. Additionally, positive relationship in an organization enables employees to perform to their full potentials. However, diversity in an organization can only be effective if an organization that roles of leadership are stipulated well in order to ensure all employees adhere to codes of ethics set.

Improving organizational culture

Organizational culture is based on religious beliefs as well as sexual orientation. Currently, many organizations are outsourcing employees from different diversities. Therefore, different employees bring their sexual orientation as well as beliefs in an organization. An organization should adjust properly to accommodate employees from diverse sexual orientation and those with different cultural beliefs (Ozeren, 2014). On the other hand, such diverse beliefs and sexual orientation in an organization can result in conflicts. When employees are discriminated against due to culture as well as sexual orientation, their morale and productivity can reduce. Additionally, inequality and bias result in employee disengagement in organization activities, feeling insecure, and dissatisfaction with the workplace. Therefore, an organization should strive to improve organizational culture.

To improve organizational culture, an organization should not deny employees of their freedom to speech. An organization can control those religious practices that can negatively affect its productivity as well as proper employee’s performance (Scharffs, 2018). Therefore, they should prohibit certain cultures that affect other individuals in the workplace.

Additionally, an organization can provide employees with holidays related to their cultures. Therefore, employees can be able to celebrate their holidays without affecting organization operations (Society for Human Resource Management, 2008). On the other hand, allowing employees to celebrate their holidays promotes their loyalty to the organization, improve productivity, and improve employee’s morale.

Another way of improving organizational culture is to allow lesbian, gay, bisexual, and transgender (LGBT) employees to join the organization without hiding their sexual orientation. Therefore, employees can feel free while carrying out business operations. Additionally, an organization creates equality in laws as well as procedures they formulate. Therefore, managers in an organization should develop leadership roles and create policies that apply equally to all employees without considering their sexual affiliation.

Gender and work-life balance

In an organization, gender equality can be evident when all employees attain the same treatment. Similar treatment can occur when employees receive the same opportunities, resources as well as rewards. Considering the current world's situation, gender equality has improved because women can participate in education, workforce, and health. However, in some organizations, there is still a gender gap in monthly earning where men are paid more than women. Therefore, gender equality is focused on ensuring there are equal outcomes as well as opportunities for males and females. The way employees behave in an organization usually depends on how they feel towards their workplace (Meriküll, Jaanika, and Mõtsmees 2017). Individuals' attitude in an organization indicates how they feel, their opinions, and their beliefs towards their environment. Attitudes of individuals in an organization affect its productivity and performance. Job satisfaction and organizational commitment are the two attitudes that affect how employees behave.

Gender demographic in the workplace concerning position, expectation, and payment

In workplaces, inequality can exist in various common ways. These inequalities can include; gender imbalance in individuals in charge of command and power concerning organization management. In most cases, women are usually unable to attain higher positions in an organization even though their payment is high as compared to men. Therefore, in the last four years, American corporates sectors have not made even a little progress concerning women's representation (Shagvaliyeva and Yazdanifard 2014). Women are the same compared to men in terms of education, knowledge, and experience, and yet they don't have high positions in an organization. Additionally, inequality in any organization is usually more as you go up the ladder, and men as well as women work the same hours and receive different payment.

Flexible schedules, as well as work responsibility in work-life, are usually accompanied by some advantages and disadvantages. Some advantages due to flexible schedules in an organization include; adaptability, flexibility, employee fulfillment, and minimization of absenteeism. In inefficiency, employees can be able to have control over their working hours (Gurchiek, 2019). Additionally, flexible schedules reduce stress levels in employees and absenteeism. On the other hand, adaptability ensures employees are able to meet their obligations. In some instances, flexible schedules in an organization have some disadvantages. For example, an organization arrangement cannot be appropriate for all employees.

Work-life balance in an organization can be seen when an organization offers to assist employees when they have problems regarding family and work management. By doing so, employee's morale can improve, increase productivity, improve employee commitment, and reduce absenteeism among employees.

Balance in work-life within an organization results in greater outcomes in terms of productivity. Therefore, an organization has a responsibility to ensure employees find balance concerning the workplace as well as personal engagements. An organization should implement strategies for work-life balance that are effective. An organization's strategies can include; supporting employees with technology, allowing employees to take annual leave, providing employees with additional flexibility, and allowing employees to participate in team-building activities.

Age demographic

Age demographic within an organization is used to determine the age distribution of employees. An organization can use age demographics for various reasons. An organization's age demographic can be composed of young and older employees (Sullivan and Lee 2017). The are various advantages as well as disadvantages accompanied by younger and older employees.

Advantages and disadvantages of developing older employees

In an organization, the young employee is capable of bringing different ways of thinking and a fresh perspective. Additionally, young individuals within an organization can be very eager to learn about new things, use their skills in the workforce as well as develop experience. The enthusiasm in young employees is essential in organization productivity, team building, and workplace morale. On the other hand, young employees within an organization are usually used to learning because they are fresh from universities or colleges. Therefore, young employees have a high capability of absorbing training readily (Wang, Zuo, and An 2017). Their payment is also very low compared to more experienced employees. Therefore, a company can assign experienced employees to work at strategic levels while young employees work at entry-level positions.

On the other hand, young employees in an organization are accompanied by disadvantages. One of the disadvantages is that they don't have clear visions of their careers; this is because they can shift from one organization to another when they find better opportunities. In an organization, there are various tasks in an organization that requires experienced employees to handle. Therefore, a lack of knowledge from young employees can cause asset damage to an organization.

Older employees in an organization have better skills in leadership since they have strong communication skills. Older employees have worked in a business for a long period of time. Therefore, they have no interest in finding new jobs like young employees. On the other hand, older employees are loyal because of job satisfaction, and they can stay in the same job for a longer period of time.

On the other hand, older employees in business don't embrace technology. Therefore, older employees may find it difficult to adjust to new technology. Additionally, they lack flexibility. Older employees are usually more rigid and less flexible. On the other hand, they cannot adjust to a changing environment (Bersin and Chamorro-Premuzic, 2019). Mature employees are likely to demand high payment. They also don't have enthusiasm or energy while working.

Therefore, for an organization to function in a proper way, it should be able to follow steps to improve organization diversity, realize the benefits associated with improving organization diversity, improve their organization culture, ensure there is gender equality and determine age demographics within an organization. When an organization can appropriately address the topics, employees can work to their full potential. Diversity in an organization ensures employees have different beneficial experience as well as knowledge. Gender equality within an organization ensures there is fair treatment. An organization that has employees from different cultures should ensure there are no activities that can affect their culture. Additionally, an organization can allow employees to attend their religious holidays without affecting organization functionality. On the other hand, the creation of a conducive working environment for all employees is important. Determining age demographic in an organization is important in determining operations functionality. An organization can assign older employees who are experienced with certain tasks requiring high professionalism while assigning younger employees with tasks associated with technology.

Reference

Bersin, J., & Chamorro-Premuzic, T. (2019). The case for hiring older workers. Harvard Business Review, 26.

Retrieved May 25, 2020.

Reynolds, K. (2016). 5 Strategies for Promoting Diversity in the Workplace. Retrieved from Hult International Business School: https://www.hult.edu/blog/promoting-diversity-in-workplace/

Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of flexible working hours on work-life balance. American Journal of Industrial and Business Management, 2014.

Wang, C., Zuo, M., & An, X. (2017). Differential influences of perceived organizational factors on younger employees’ participation in offline and online intergenerational knowledge transfer. International Journal of Information Management, 37(6), 650-663.