Diversity Management in the Workplace

The Ultimate Guide to Managing Diversity in the Workplace in 2020

In this guide, you are going to learn everything in detail about Managing a Diversity vision in the workplace. You are going to learn:

  • What is Diversity Management? What is the Definition and Meaning of Diversity Management?
  • Who should be responsible for Diversity Management?
  • What is Diversity Management Strategy?
  • What are the different types of Diversity Management?
  • How to exactly manage Diversity in the workplace?
  • How do you carry out Diversity Training in your organization?

Diversity Management Definition and Meaning

Diversity Management is defined as the practice to plan, strategize, communicate, execute the idea of Diversity and Inclusion in a group. A group can be an organization, a company, a religious group like a church or temple, a government, or even a nation. At the end of the day, anything can be improved with being more diverse and inclusive.

The practicing of Diversity Management meaning taking actions to address, support, and accommodate the needs and lifestyles within defined groups. Diversity management activities include educating, promoting, providing supports for various diversity types. Examples of them include race, gender, religion, ethnic and visible minority, LGBTQ, indigenous and there is much much more.

Diversity Management Strategy

You will need diversity management strategies to manage workforce diversity. A diversity management strategy defines the objectives of improving diversity in a group. Typically it includes some of the following components.

  • Business Case for DiversityA successful diversity strategy is one that is relevant to an organization’s mission, vision and business objectives.
  • Senior Leadership commitment. Those who will eventually implement the plan must have the backing, support and active involvement of the organization’s leadership, including the CEO, board of directors, executive team, etc.
  • Diversity Vision, Mission. The “where to play” of diversity and inclusion. What is the vision of the senior leadership team in term of vision, and if they are on a mission
  • Training and Development. Educating the team why it is an important topic and more importantly how it will create a competitive advantage for the organization. Activities designed and implemented to support an employee’s knowledge, skills and abilities.
  • Marketing the new corporate value. Why hide the good news if you don’t have to? External communications used by organizations to reach potential customers, clients, donors, patients, voters or stakeholders.
  • Employee Involvement. Building and then making use of a workforce that is more diverse and more inclusive than it was before plan implementation began.
  • Strategic Alliances and Partnerships. Diversity and Inclusion is a team sport, it is much more valuable to partner with others who share the same values than working on your own. These are formal relationships between two or more parties who remain independent while working together to achieve a specific goal or enhance an element of the diversity strategy.
  • Audience experience. Leverage your new competitive advantage in your audience experience journey. An audience is typically a customer in the private for-profit sector or a targeted user in another sector. E.g. A donor will the audience for a charitable organization.
  • Supplier/vendor diversity. An integral part of any organization’s diversity program is to ensure that it promotes diversity outside of the company by doing business with a variety of suppliers and vendors.
  • Hiring for diversity. You cannot turn anyone into a different diversity even if you or they are willing to. Many of the diverse characteristics are born into its strengths. If you want to steer your organization to be more diverse, you need to hire for diversity. You can demonstrate your new competitive advantage as being a diversity-friendly organization by posting your jobs with Diversity valued job boards.
  • Measurement and Accountability. You won’t be able to go in the right direction unless you know where you are.  The same applies to run effective diversity management. Tools used to determine if diversity efforts have achieved the desired results

Diversity Management Training

Training an organization, especially one that is not very diverse at the beginning is not an easy task. There are certain ways to train your employees on diversity, and you don’t have to do them alone.

1. Create your own diversity training

It is the most typical route that most companies take. We have to be honest and truthful to ourselves that even for today, diversity and inclusion programs are still not common, even for those organization that has a serious diversity and inclusion programs may consider it as a checklist item too for regulation and compliances to reduce risk.

2. Outsource your diversity training

Another way to carry out diversity training is to outsource it. There are many organizations and diversity specialists who can help you with them. I will write a review of them later.

3. Online Diversity Certification Programs

Yet another way of carrying out diversity training is through external diversity certification training. Such training is much more cost-effective to organizations that don’t have a sufficient budget to either hire their own teams nor hire an external consultant. As the benefits of diversity & inclusions become more popular I can see

Diversity Management Tips

In conclusion, I want to offer you some tips for managing a diversity agenda in the workplace from the content above.

  • Define your position.  Define diversity for your organization as there is no one-size-fits-all solution. Everyone has a different idea of what diversity means. Beyond race and gender, it can also include but is not limited to considerations of age, ethnicity, religion, sexual orientation, mental and physical capabilities, gender identity, family status, language, opinions and working style.
  • Set realistic objectives. You can promise all the great benefits to your senior leadership or CEO about what diversity can bring, but be realistic. You need your leaders to get behind and believe in it. Your credibility can go away as quickly as the moment you overselling your position.
  • Measure and trust the data Diversity management should measure progress toward specific, quantifiable long- and short-term goals. In combining the two tips above, use your data to set realistic objectives and expectations with your leaders, and keep them informed. They are on your sides and they want you to success. Do your best to help them to help you.

I hope you like this article, if you like it, please share and feel free to let me know what you think.

Thanks.


Diversity Management is defined as the practice to plan, strategize, communicate, execute the idea of Diversity and Inclusion in a group. A group can be an organization, a company, a religious group like a church or temple, a government, or even a nation. At the end of the day, anything can be improved with being more diverse and inclusive.

The Meaning of Diversity Management is to take tangible actions and planning to improve the state of diversity and inclusion in an organization, or even a nation.


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About the author

Jess Man

Jessica is the Editor-in-Chief and Senior Diversity Advisor at Diversity Social. Jessica has over 10 years of working with and advising employers to be more diverse and create an inclusive working environment.
Jessica's experience spans private and non-profit sectors in multiple industries.
Jessica's expertise experience is beyond Diversity & Inclusion, she is also a certified professional IT recruiter in Data & Analytics, Database administration, Artificial Intelligence area.