Globalization and Workforce Diversity

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26th September 2018
Blog: 10

Globalization and Workforce Diversity


The rapidly increasing globalization has created a situation where more people from various diverse backgrounds interact with each other. Worldwide economy is competing within a global framework and people have become a part of it. Due to this reason, organizations have more diversified workforce to remain in competition.


Globalization is a process where organizations take their businesses to an international stage. In today’s world, companies are more interested to operate on a global scale as they find that, there is demand for their products. There is also another reason behind this phenomenon.

The prices of raw materials also vary all over the world. Different countries offer different tax breaks to companies too. Keeping all these factors in mind, companies find it a very profitable venture to open their offices in different parts of the world.

The forces of globalization, have changed the world of work, some of the principal changes, the world over have been the emphasis on competitiveness, increasing numbers of women joining the work-force, a more mobile and diverse work-force and growth in part-time and flexible work (Faugoo, 2009)



Fig: 1 

Workforce diversity is basically described with differences and similarities in various characteristics, such as gender, age, heritage, ethnic, disabilities and physical abilities, race and sexual orientation among the employees of the organization.

According to Esty (1995) diversity defined as acknowledging, understanding, accepting, valuing and celebrating differences among people irrespective of their age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice and public assistance status.

According to Kurek (2018) when an organization has a diverse workforce, they're getting more perspectives involved and it directs to more debates, better decision-making. Further it leads to have a better understanding about diverse group of customers

Based on Green et al (2001) Workforce diversity is a pragmatic business strategy that focuses on maximizing the productivity, creativity, and commitment of the employees, while meeting the needs of diverse consumer groups.

According to Bedi (2014) Workplace diversity is the issue of people, focus on the differences and similarities that people bring to an organization.

As per Yakura (1996), the human resource diversity strategies are link to recruitment, selection, development and retention of a diverse workforce to business goals, labor market shifts, globalization and competitive advantage.

According Roosewelt (2001) Managing diversity in the organization will create a stronger and competitive enterprise within the industry.



References

Bedi, P, (2014). Workforce Diversity Management: Biggest Challenge Or Opportunity For 21st Century Organizations. IOSR Journal of Business and Management (IOSR-JBM), Volume 16(Issue 4. Ver. III), pp. 102-106.


Esty, K. Griffin, R. and Schorr-Hirsh, M. (1995) Workplace diversity. A managers guide to solving problems and turning diversity into a competitive advantage.

Faugoo,D.(2009). Globalisation and Its Influence on Strategic Human Resource Management, Competitive Advantage and Organisational Success. International Review of Business Research Papers Vol. 5 No. 4 Pp. 123‐133

Green, K., Rundy, J. and Morcy, (2001). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Intelligent Leagal Information, Volume Volume 31. NBR 112

Kurek, E. (2018) Workforce diversity driving company performance, innovation, and profitability – transcript

Roosewelt, T (2001). Elements of a Successful diversity process, The American institute for Managing diversity.

Yakura, E. (1996). EEO law and managing diversity. In managing diversity. (E. Kossek and S. Lobel).


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