Determine the Globalization Factors on D&I Initiatives

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Determine The Globalization Factors On D&I Initiatives

Emerging Markets and Globalization

Employment Laws

Emerging markets are gaining popularity all over the world and they present a hope for the corporate sector globally. These markets are emerging into a developed and advanced world and therefore, there are doing so with new changes into the world. As the workplace continues to embrace people from different backgrounds, another group has come up, the LGBTQ. Although people have different perspectives when it comes to this group of people, governments are steadily implementing laws to protect these people. The main challenge presented by this is that companies stand to lose if they hire LGBTQ members in a country that has not legalized them. There are some countries that do not support same-gender relationships and if a company is such a country offers employment to such people, it is likely to lose customers leading to reduced sales and loses. Additionally, apart from losing customers, there are some employees that believe same sex relationships are wrong and will therefore be unwilling to engage or work with companies that support this group of people. Companies that embrace diversity and inclusion by employing LGBTQ are likely to lose qualified employees. Some countries have laws protecting LGBTQ employees while some countries have declared them illegal.

Professional Miscommunication

Looking at professional miscommunication as a challenge associated with diversity and inclusivity within an organization, two factors stand out, channels of communication and language used (Examples of Miscommunication at the Workplace, 2021). The workplace has evolved over the years to include more generations of employees that have different characteristics. Professional miscommunication is associated with age because the age difference among employees means they will have different forms of communication and most likely use different languages. For example, Baby boomers are used to formal communication through memos and letters and would use language they considered as formal and respectable to the person the letter is addressed to. However, Generation Z employees have embraced electronic means of communication from social media to texting and sending emails. This means that if these two generations work together, they are likely to experience communication challenges regarding communication challenges because while the Generation Z employees may communicate important information through Whatsapp groups or social media, the Baby boomers may not be members of these groups, and will therefore not receive communication. Additionally, Generation Z employees use slang and informal language in their communication making it impossible for the Baby boomers to understand the message.

Different professional etiquette

Different professional etiquette is another diversity and inclusion challenges associated with emerging markets. Professional etiquette means an employee being comfortable around other employees and also other people being comfortable around an employee. Diversity and inclusion mean that an organization will have employees with different training, culture, behavior, and even etiquette. This difference will present a challenge in a situation where an organization has employees from different generations with different etiquette that they consider right (Martinez-Acosta, & Favero, 2018). The younger generations present many etiquette challenges, especially relating to technology. For example, Generation Z has recorded a growing increase in the abuse of phones and the internet. Most employees from this generation spend most of their time texting on Whatsapp or using other social media platforms during working hours. This reduces the productivity of the company making it impossible for it to achieve its goals and objectives. Apart from electronic etiquette, Generation Z is also associated with an increasing disregard for official communication of proper language at the workplace. This generation may use slang to communicate or ignore formal forms of communication for important messages and this may affect the performance of an organization and its ability to satisfy clients.

lack of skill and diverse talent

Lack of Cohesion

The ability of employee to work together in a cohesive manner is an advantage to the company. Cohesion among employees enhances efficiency and effectiveness making it possible for the company to meet its objectives and deliver on the needs and requirements of employees. However, diversity and inclusion presents a challenge because communication problems make it challenging for the employees to work in a cohesive manner. When employees working on the same project do not have a uniform communication challenge or language, it is likely that they will not be able to efficiently deliver on their objectives. Moreover, once there is a miscommunication, the project may not be completed. Additionally, diversity and inclusion facilitates lack of cohesion when the generations of employees working in an organization have different expectations. The baby boomers and generation Z employees have different goals and objectives and this means that it will be impossible for them to work together. While Generation Z are interested in growing their career and put less interest in the goals of the company, the baby boomers are interested in developing the organization and ensuring it meets its objectives. This lack of cohesion in company activities is a liability for the organization.

Lack of efficiency and effectiveness

In any given organization, effectiveness and efficiency is only achieved when employees work together in a seamless and cohesive manner. However, there are many challenges that diversity and inclusion presents to organizations that make it impossible for them to achieve effectiveness and efficiency. The first challenge is that when employees from different backgrounds, for instance, culture and nationality, they are likely to have different languages that make it impossible for them to communicate. In a production company, if communication is not clear, it is likely that the quality of products and services produced will be substandard. Additionally, generationally gaps in an organization present communication challenges. For instance, generation Z employees are interested in the use of the internet and social media for communication while traditionalists prefer letters and memos. Once communication in an organization fails, effectiveness and efficiency in operations is reduced. Furthermore, calling upon employees with different career goals and culture to work towards a common objective is a factor that is likely to negatively impact the goals and objectives of an organization. If an organization wants to achieve its objectives using a diverse and inclusive workforce, then the company will have to set rules and regulation on the behavior of employees.

legal cultural

Title VII

There are several ways through which diversity and inclusion factors present legal challenges to an organization, for example, Title VII. Title VII prohibits employees from practicing discrimination based on race, age, gender, religion and color. This law means that the companies are required to hire employees regardless of their backgrounds. This presents a challenge to companies especially those that have access to employees they feel will not deliver on the needs and objectives of the company. The law also requires hiring employees even if the action is not in the interest of the company; for example, if employees apply for a job and are qualified, the organization will have to hire them even doing so will increase the employee turnover of the organization or lose customers for the organization. Although diversity and inclusion has many benefits for the organization, the laws forcing them to hire may push them into trouble.

Conflicting working styles

Another challenge presented by diversity and inclusion is the conflicting working styles. Each generation has a different style and harmonizing them is a challenge for many organizations. For example, while at work the traditionalist expects to be treated with respect by other employees and even from the management. Moreover, they want their efforts in the company to be recognized and appreciated. The generation Z employees expect coworkers who are technologically knowledgeable and innovative (Generational Differences in the Workplace, 2021). Apart from the desires and motivators of employee from these generations diversity and inclusion also affects the working styles of employees because they are used to different cultures and working conditions. Employees from different countries and organization have adapted to the working culture of these nations, for example, some employees may find it challenging to work as a team because in their previous workstations, they worked as individuals. These different working styles can negatively affect the ability of the organization to conduct its operations. When implementing diversity and inclusivity, companies need to be put in place measures of how they will harmonize the different working styles of employees.

Bias and Stereotyping Challenges

Companies have come to realize the benefits of implementing diversity and inclusion and therefore the majority of them have implemented them. However, there are some challenges that they need to consider, for instance, bias and stereotyping. These are considered challenges because when companies have access to people with specialized but different capabilities, they are likely to require specialization. For example, " If a manager sees John as an Asian person who is good with numbers but not people, he may never be allowed to develop his people skills and he may eventually leave the company due to lack of opportunities" (Effects of a Cultural Stereotype in the Workplace, 2021). As the employees are forced to work on those areas they are good at, they may consider this as a lack of opportunity to grow their skills through the development and therefore can leave the organization for a better working environment. Other challenges that are associated with stereotyping in an organization include the perception of us versus them, which reduces productivity and efficiency at the organization. Additionally, stereotyping limits the creativity within an organization since the employees are allowed to provide their perspective in their area of specialization. Bias and stereotyping also reduce an organization's abilities in problem-solving.

multigenerational issues

Communication Challenges

Communication challenges are some of the top problems that are associated with diversity and inclusion in an organization. When an organization has a diverse workforce, it means that the employees are from different places, and therefore may not speak a similar language. For example, an organization in the United States may get international employees, and their first language may not be English. A language barrier means that the employees will find it challenging to communicate and interact with each other while working towards organizational goals. Furthermore, failure to understand instructions harms effectiveness and efficiency, and therefore will affect the quality of products and services. Additionally, a diverse and inclusive workforce has gender and age gaps that may lead to communication challenges among employees. For example, a younger generation may use different terminologies and slang than older generations this could bring about miscommunication. Additionally, the age gap presents the challenge of different forms of communication, for example, the use of social media and text applications like Whatsapp. While the younger generations will readily embrace these forms, the older generations prefer the older means of communication and this could bring about communication challenges (Top Challenges of Diversity in the Workplace, 2021).

Varying employee expectations

The United States has one of the most diverse workforce consisting of five different generations, the traditionalist, baby boomers, generation X, millennials, and generation Z. When at the workplace, each generation has different expectations and desires and this is one of the challenges presented by diversity and inclusion to an organization. The traditionalists are the oldest of the five generations and are mostly driven by respect and recognition. While at work the traditionalist expects to be treated with respect by other employees and even from the management. Moreover, they want their efforts in the company to be recognized and appreciated. Apart from respect and recognition, traditionalists also have the desire to provide long-term value to their employers. On the other hand, Baby boomers expect teamwork and company loyalty. They have a sense of duty towards their responsibilities in the company. Generation X is another generation at the workplace, and they were born between 1965 and 1980. The members of these generations are more interested in their success, and therefore consider their career growth over growth of the company. On the other hand, Millenials are motivated by the quality of their managers and unique work experiences. Generation Z is the latest and they are majorly characterized by technology, they expect coworkers who are technologically knowledgeable and innovative (Generational Differences in the Workplace, 2021).

References

Effects of a Cultural Stereotype in the Workplace. Small Business - Chron.com. (2021). Retrieved 6 June 2021, from https://smallbusiness.chron.com/effects-cultural-stereotype-workplace-19193.html.

Top Challenges of Diversity In The Workplace. Fraser Dove International. (2021). Retrieved 6 June 2021, from https://www.fraserdove.com/challenges-of-diversity-in-the-workplace/.

Generational Differences in the Workplace  [Infographic]. Purdue Global. (2021). Retrieved 6 June 2021, from https://www.purdueglobal.edu/education-partnerships/generational-workforce-differences-infographic/.

Image?, I. (2021). Is a Lack of Etiquette Damaging Your Company’s Image? - MAP. Mapconsulting.com. Retrieved 6 June 2021, from https://www.mapconsulting.com/blog/company-culture/is-a-lack-of-etiquette-damaging-your-company-s-image.

Examples of Miscommunication at the Workplace. Small Business - Chron.com. (2021). Retrieved 6 June 2021, from https://smallbusiness.chron.com/examples-miscommunication-workplace-11507.html.

Martinez-Acosta, V. G., & Favero, C. B. (2018). A discussion of diversity and inclusivity at the institutional level: The need for a strategic plan. Journal of Undergraduate Neuroscience Education, 16(3), A252.

Ruel, S., & Tajmel, T. (2020). Equity, Diversity, and Inclusivity at the Intersection of STEM and Business Management in Canadian Higher Education.