Diversity management aims to create an inclusive workplace where all employees feel valued regardless of their backgrounds. It has been shown to improve company culture, motivation, and productivity when implemented properly through strategies that promote awareness and equal opportunities. Surveys found that over 80% of companies believe diversity has positive impacts like innovation, reputation, and talent acquisition. While diversity alone does not guarantee business success, it can create a flexible environment that removes biases and allows all skills and talents to be utilized to their fullest potential.

1. Diversity Management
A set of ideas and practices that have been demonstrated or portrayed in a manner to be explained
simplified is known as diversity. Diversity has been explained as in many terminologies for sake
of employees, many industries with high and low throughput per year are adapting diversity in
order to improve the management plus the atmosphere in the workplace. This is very important to
keep things leveled and safe. Companies especially in the Middle East have failed big time to
produce this, 43% of the offices have faced ethnicity, explicit behavior issue. One of the main
disadvantage of not adopting diversity is demotivation, work boredom which eventually results in
changing the company. The managerial teams for some of the famous company in the world are
working to make things better from employee’s perspective which why now almost every office
is under the watch. Diversity yields beneficial outcomes which comes through strategy, intentions
and vision, that’s how the individuals get productive and take interest in their work, also the
consumers and producers both will be benefited.
Divers changes are directly proportional to the market value and advantage of the company. The
issue is a lack of exposure, knowledge and sometimes rigidity as well. Employee especially
companies doesn’t know a thing about office behaviors. Theoretical speaking one of the recent
surveys shows the quantitative figure of employees who changed the field or company were based
either on racism, favourism or diversity. As it plays an important role it should not be taken lightly.
Several policies have been launched in contrast to employment equity policies, mostly diversity
by the management is run on the basis of profitability, positive outcomes and efficiency of the
organization. It should become a business practice but the question which is raised by companies
or should be ask here is; would the policies benefits of what it has promised to different ethnic
background, racial statuses and minorities? (Kochan et al 2003: 5)

2. The hierarchy of management is normally from top to bottom and it is considered as managerial
instrument. The main objective of it is to create awakening awareness with effective results that
must have an impact on everyone, it can also be supported valuing, utilization and recognition of
diversity (Kirton/Greene 2005: 123ff).
The primary concept of diversity depends upon what has been provided as atmosphere.
Management with no discrimination, racism can work just fine but that’s not it as everyone must
be valued whether he/she is a potential employee or not. An office having sex, background,
disability and work style can yield productive workers as everybody might feel safe, secure and
contented. Skills, abilities and talents in that manner will fully be utilized (Kandola and Fullerton
1998: 8).
It has been seen that diversity have been taken in many wrong senses which created diversion and
confusion amongst the management and employees. Education on diversity uses it as in different
suitable ways. Diversity in management magnifies the characteristics of individuality, it
differentiates skills from skills and abilities vise versa. Likewise it’s also a managerial approach
as well with a complete package attitude, character, and behavior. (Wrench2007: 8).
The German Association for Diversity explains it as “Purposeful Perception” with factual realistic
differences. It is an enhancement stair of management that causes boost in success with increment
in productivity. (DGDM 2007). Honesty plays an important role in office politics, many become
the victim of employee envy bottom brawl, our behavior which sketching are character onto other’s
mind should be drawn well enough that we become an example for others not a reason for hatred.
Sad to say everyone have been caught in the hype of money, fame and benefits that we sometimes

3. forget the moral and ethical values of life and the surrounding and end up creating out path towards
retribution (Muhammad Bilal Salem. 2015).
It does not mean that every single aspect, measurement or skill-building program which works
under the umbrella of diversity would benefit the organization, of course not. It’s just a word which
portrays a fine image of management and differences, its managerial responsibilities that polishes
this word with devotion, adaption and implementation. It’s very important to determine what
programs, workshops and seminars are to be conducted to modify diversity which could be useful
for everyone (Wrench 2007: 90f.).
The potential benefits are claimed to be diversity based or the effects of it doesn’t belongs to this
class. Before even practicing diversity on management level social impacts, solutions, facts and
figures should be kept in mind to inclusively implement it because the social conditions where
both diversity and demands exist anyway. It might be a radical decision or less cultural
transformation that defends both diversity of management and academic researchers. One of the
most potential benefits of diversity management are not actually the effects of it but misleading
statements with concrete motivational words that just exaggerates the whole sense of this word
and it has been taken wrong on many levels. Diversity consists of several components each having
a vital role and it doesn’t always enhances synergies. A) The recruitment and outreach component,
B) the building cultural awareness component, C) The programmatic management policies
component which furthermore will have impacts on integration, cultural synergy and job
satisfaction. These components will benefit the company in all manners having different variables.
The influence of organization’s performance is directly proportional to these components. This is
just a basic model, it can be detailed more if researched upon (Pitts 2005).

4. The term directly refers to the voluntary organization having actions which are designed to create
modesty amongst the employee also increases the inclusion for those who have different racial
backgrounds and sometimes it’s the counterpart which makes it informal from formal organization
structures with consuming deliberate policies (Mor Barak 2005: 208). The main purpose of
diversity is to increase its efficiency within the organization. For companies who are not profit-
oriented to them this can actually means maximum market value and gain advantages, researchers
name this term has “business case” rather than social justice. It should teaches us equality with no
gender and racial discrimination, we sometimes forget that we all are from same father and
interlinked to each other the purpose of diversity is not to gain something but when it comes to
management and companies everything to them is money and fame. Everything we see around is
a business if that’s something hard to digest then we must be living in blinkers we don’t even know
what’s happening around or in the offices. The awareness is very important, attention seeking
efforts should be encouraged. More and more advantages and opportunities must be highlighted
to promote minorities keeping all backgrounds, the subordinate goals they are meant to achieve
more reliability and efficiency. Diversity should not harm the hierarchy of it but the essence will
come with a leveled relationship between market advantage and equal opportunities for ethnic and
other minorities (Michael Fischer 2007).
The Benefits of diversity according to some of the surveys shows astonishing results. One of the
member of Survey Company of European Business Test panel of 505 companies replied to a
question of whether diversity have a positive impact and outcome on business or not and 83%
answered in favor of diversity (European Commission 2005: 53). The new labor pool and the main
attraction of high quality staff was cited by 43% companies participated rated innovation and 38%
related to reputation, corporate image or good community relations. 26% companies rated diversity

5. as innovatively creative in workplace (European Commission 2005: 53). Another survey was made
in EU of 120 companies and were asked questions regarding their diversity policies 85% referred
it as “important” and rest of them as “very important” to improve the scale of global management
capacity (European Commission 2003: 3; Centre for Strategy & Evaluation Services 2003).
The general consensus of this whole discussion can be concluded as diversity not necessarily will
have good organizations with better infrastructures however it doesn’t contradicts the possible
opportunities to avail the business case argument for diversity management. Diversity increases
potential and motivation removes buffs based on racism or cultural differences. It creates
flexibility in the atmosphere which enhances securement and safe workplace with acceptable
quantitative results.
“If we cannot now end our differences, at least we can help make the world safe for diversity”
John F. Kennedy
References:-
 DGDM (Deutsche Gesellschaft für Diversity Management) (2007), Managing Diversity,
www.diversity-gesellschaft.de, 8 October 2007
 European Commission (2005), the business case for diversity. Good practices in the
workplace, Office for Official Publications of the European Communities, Luxembourg.
 Mor Barak, M.E. (2005), Managing diversity. Toward a globally inclusive workplace.
California: Sage Publications: Thousand Oaks
 Pitts, D.W. (2005), ‘Modelling the impact of diversity management’. Andrew Young
School of Policy Studies, Research Paper Series, Working Paper 06-18. Ms.
www.aysps.gsu.edu/publications/2006.
 Wrench, J. (2007), Diversity Management and Discrimination. Immigrants and ethnic
minorities in the EU. Aldershot: Ashgate.