What is diversity?
The terms 'managing diversity', 'diversity management' or simply 'diversity policy' have become the new labels in many British organisations for policies and practices that would once have fallen under the heading of 'equal opportunities' or simply 'equality policy'.
Traditional equal opportunities issues (such as race and sex discrimination) cannot be divorced from the broader issues included within managing diversity (such as individual and cultural differences). Where equality and diversity policies diverge is on the question of rationale. Traditionally, equal opportunities reflects a moral concern for social justice, which recognizes and involves implementing measures to eliminate social group-based discrimination and disadvantage. However, one of the main criticisms of equal opportunities has been that it cab be viewed as a negative approach. Failure to comply with the law could carry penalties, but organisations are not compelled actually to promote equality.
On the other hand diversity is concerned with recognizing and valuing differences, both visible and non-visible. It therefore extends well beyond the traditional view that once focused primarily on gender and race and reflects the broader perspective of workplace diversity today.
A broad definition of workplace diversity ranges from personality and work style to all of the visible dimensions which are covered by UK legislation which are race, age, disability, gender, religion, and sexual orientation.
The impetus behind workplace diversity is that of inclusion and the business case: embracing and leveraging differences for the benefit of the organization. The collaboration of cultures, ideas and different perspectives is now considered an organizational asset-bringing forth greater creativity and innovation-with the result that many companies are increasingly focusing on corporate diversity initiatives to improve organizational performance.
