Manage diversity to improve productivity

IN ABOUT a fortnight, we will be celebrating Human Rights Day. The commemoration on March 21 is primarily linked to the Sharpeville massacre but over the years it has come to epitomise a celebration of human rights and is observed as a day to entrench equality for all.

How can we productively ensure that the observation of human rights is not merely affirmation of what transpired in the past but also a proactive way to address today’s underlying challenges? Walking the talk of human rights every day is fundamental. Looking at diversity from a cultural perspective it is befitting to refer to diversity as a concept that encompasses acceptance and respect.

The motto underlining diversity should really be “live and let live”. Diversity means taking into consideration that each individual is unique. Whether the uniqueness is due to gender, race or religious beliefs is a moot point as ignoring diversity can simply throw a workplace into disarray, thereby affecting productivity. Without an inkling of doubt, if diversity within the workplace is not managed effectively there are bound to be disruptions within operations in organisations that may erode the company’s bottom line.

Effective management of diversity within the workplace stands to hold the company in good stead and up the productivity levels. Within the workplace, diversity management may refer to recognition and acknowledgement of the different characteristics and preferences of people. Once that hurdle has been overcome it becomes fundamental to support the varying circumstances of employees despite cultural orientation, gender and to a reasonable extent even political persuasion. For organisations all over the world, embracing diversity has become an economic necessity to ensure sustained competitiveness.

Growing transnational transactions and the rapid advances in telecommunications have driven leaders to diversify their staff to ensure compatibility with their increasingly varied clientele. In South Africa, the diversity challenge is compounded by our emergence from a political dispensation that categorised people into artificially classified groups. After 1994 the new government introduced laws aimed at redress and eliminating disparities.

Businesses are thus compelled to navigate the dynamic environment to comply with and ensure employees are productive and motivated. The process of managing people in such changing conditions is complex and requires astute leadership and management. Managers need to figure out how best to adapt while being alert to the sensitivities of the workforce. Studies prove that differences in culture often translate into different work-related attitudes.

It is therefore crucial that intercultural understanding is actively managed in workplaces. Benefits of managing diversity include:

Enhanced customer relations and increased market share.
Improved employee relations and reduced cost of labour.
Improved performance in terms of skills, creativity, problem-solving and flexibility.
It counteracts discrimination.
It raises the morale of employees.
Management is accountable for leading the diversity process and to keep communication channels open to encourage participation.

By: Bongani Coka – CEO of Productivity SA