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. 2 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. 3 Different professional etiquette Different professional etiquette is another div ...

1. Determine The Globalization Factors On D&I Initiatives
Emerging Markets and Globalization
Employment Laws

2. 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

3. 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.
2
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

4. 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.
3
Different professional etiquette

5. 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.
4

6. 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

7. 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.
5
Lack of efficiency and effectiveness

8. 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 l etters 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.
6
legal cultural
Title VII

9. 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.
7

10. 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

11. 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.
8
Bias and Stereotyping Challenges

12. 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.
9
multigenerational issues
Communication Challenges

13. 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

14. older generations prefer the older means of communication and
this could bring about communication challenges (Top
Challenges of Diversity in the Workplace, 2021).
10
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

15. 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).
11
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