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Are we all the same? The answer is unequivocally no. In fact, we are all unique . Even identical twins are different in some ways. They may be similar in appearance, but there can be so much more. For instance, they may have very different personalities and views depending upon their own life experiences. In its broadest sense, divers ity can be described as characteristics that differentiate us from one another (Robbins & Judge, 2019). Characteristics Initially, people tend to focus on gender, race, or ethnicity (Robbins & Judge, 2019). Still, diversity can include all of that and mo re. Some people may opt to concentrate on physical characteristics. This could include hair color, eye color, height, weight, or build. Even if one chose to focus on other areas, there are a phenomenal number of characteristics from which to choose. For in stance, diversity includes such things as age, religious affiliation, disability status, military experience, sexual orientation, educational level, culture, language spoken, marital/partnered status, and political affiliation. UNIT VIII STUDY GUIDE Managing Diversity (Robwilson39, n.d.) DBA 7420, Organizational Behavior and Comparative Management 2 UNIT x STUDY GUIDE Title Pay Disparity as an Exampl e When we think about diversity, a common example that comes to mind is men and women in the workplace. Women are taking on a greater presence in the workplace, but at what cost? Are men making similar sacrifices to get to where they want to be? There is a definite pay gap between the earnings of men and women . This is something about which many, both men and women alike, are left wondering. In our textbook, you will find a number of important statistics specific to this wage gap. Although the number of women in the workforce is increasing, the pay gap remains . It is narrowing, but it is still there (Robbins & Judge, 2019). Is this difference due to different skill sets? Is it based on gender, or is it a mere coincidence? Or, is it based on something else ? A Matter of Perspective Most people , upon hearing about diversity , would deem it as a good thing (Robbins & Judge, 2019; Trawalter, Driskell, & Davidson, 2016) . However, as it with anything, there are always at least two sides to every story. In the sections that follow, we will explore both the pros and cons of diversity , especially in the workplace. Then, you can make an educated determination as to how you view it as well. Benefits of Diversity Diversity provides us with a sense that , reg ardless of our uniqueness, there is a place for us. What we bring to the picture (when looking at a large group of individuals in an organization, state, or country) is a unique blend of strengths and weaknesses, that , when combined with those of others, p resents a one -of-a-kind opportunity with distinctive possibilities that could not have been accomplished otherwise. The strengths of one offset the weaknesses of others to create a phenomenal combination. Further, with groups being put together with indiv iduals of different backgrounds and experiences, another benefit of diversity can be seen when generating new ideas. The whole groupthink phenomenon is cast aside in lieu of brainstorming potential alternatives to whatever circumstance presents themselves. The options can be limitless. In addition, another benefit of diversity comes in the way of understanding the wants and needs of a business’ consumers. With a diverse workforce comes diverse ways of thinking that is more representative of those who will frequent an establishment for various products and services. In essence, an organization should strive to be representative of the community it intends to serve. Challenges of Diversity Despite the benefits of diversity, there are also a number of drawba cks as well (Rodriguez, 2007). Let us imagine that an American business woman is going overseas to Saudi Arabia to discuss opening a new restaurant. This woman is quite knowledgeable about the entire organization because she is the organization’s Chief Exec utive Officer ( CEO ). However, when she arrives in Saudi Arabia, she is met with a series of challenges. This CEO did not understand the role women play in Saudi Arabian culture. Despite very conservative dress, she may not achieve the intended outcome as her persistence will be met with resistance. Why , you may ask . She appears to be doing everything as she should, right? W ell, perhaps the best answer is that, “It depends.” W hile this businesswoman’s actions may be exemplary in the Western world, the Saudi culture is quite different. In this scenario, diversity would prove to be a challenge. While we are all different, some traditions persist. The overall culture is one of those instances. Business in Saudi Arabia is typically handled by men, and women have little to no role in these transactions. There is a strict adherence to Muslim practices, and women have specific roles as well which are outside of the workplace. While this may seem harsh to some, it is only because that is not what those individuals in the Western world were raised to follow. The culture in the United States may be odd to others in countries outside of the United States as well. This is only one example where cultural diversity and social norms can create hardships. Even if a smaller group is formed with individuals coming from different countries, these types of issues could loom. Can you imagine trying to gain a consensus on a pertinent issue with the vast differences? DBA 7420, Organizational Behavior and Comparative Management 3 UNIT x STUDY GUIDE Title Another issue relating to diversity stems from those issues wher e stigmas are attached. Although people are more accepting of sexual diversity now than they were 20 years ago, there are still individuals in the workplace who are homophobic. They view and treat lesbian, gay, bisexual, transgender, questioning/queer (LGB TQ+) people differently than those who are heterosexual. Might similar challenges be surfacing for those who are now coming out about being intersex, asexual, pansexual, or pangender ? Issues such as this plague today’s workplace. There are even issue s rega rding which restrooms individuals are to use. This was prevalent on the news just a few years ago. Some believe a person should use the facilities based upon biological gender . Others contend that society should be more understanding given the gender th an an individual identifies as. This le sson is not intended to stir controversy ; h owever, it is intended to make you think. Much is based on a person’s perceptions. This is not to say that one is right and another is wrong. Instead, it is simply pointing out that our perceptions are based upon many criteria. Cultural differences are only the tip of the iceberg. If we are to be understanding of the diversity around us, do we not then need to open ourselves up to the many views that surround us? Management Strategies With all that has been said about diversity, can you imagine the challenges this presents in managing diversity? Yes, we need to be able to employ a workforce free of discrimination. There is no doubt, we need to embrace the diversity around u s. This means we need to be actively recruiting, training, promoting, and utilizing people from all social classes so we can capitalize on the many different backgrounds, beliefs, capabilities, and cultures (Robbins & Judge, 2019 ). W ith the increase in glo balization becoming a trend, diversity is more accepted now than ever before. In addition, managing diversity means that we need to be aware of the similarities and differences within a group while simultaneously managing our employees for the unique attr ibutes that each brings. This will aid us in building a more effective and profitable organization. Finally, we need to value the relationships and connections that can be made when we employ a diverse workforce. Conclusion Just as no two organizations are the same, neither are two individuals. We are all unique. As we grow up and enter the workforce, we bring with us differing backgrounds, experiences, and perspectives. That is the beauty of being different. It does not necessarily mean that any one in dividual is wrong ; we are simply different. If organizations are to succeed, the leadership within the organization s must embrace the diversity among us and capitalize on all it is worth. Their success depends on it despite the challenges that must be over come. References Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). New York, NY: Pearson. Robwilson39. (n.d.). Workplace d iversity, ID 67631139 [Photograph]. Retrieved from https://www.dreamstime.com/stock -photo -workplace -diver sity -word -cloud -blue -background - image67631139 Rodrigu ez, G. (2007, August 13). Diversity may not be the answer. Los Angeles Times. Retrieved from http://www.latimes.com/la -oe -rodriguez13aug13 -column.html Trawalter, S., Driskell, S., & Davidson, M. N. (2016). What is good isn’t always fair: On the unintended effects of framing diversity as good. Analyses of Social Issues & Public Policy , 16 (1), 69 –99. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc t=true&db=a9h&AN=120386705&site=eds -live&scope=site DBA 7420, Organizational Behavior and Comparative Management 4 UNIT x STUDY GUIDE Title Wingard, N. (2017, Oct ober 30). Opinion: Is diversity always a good thing? The Tacoma Ledger . Retrieved from http://thetacomaledger.com/2017/10/30/opinion -diversity -always -good -thing/ Suggested Reading In order to access the following resource, click the link below . Read the following article for information about diversity. Trawalter, S., Driskell, S., & Davidson, M. N. (2016). What is good isn’t always fair: On the unintended effects of framing diversity as good. Analyses of Social Issues & Public Policy , 16 (1), 69 –99. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/logi n.aspx?direc t=true&db=a9h&AN=120386705&site=ehost -live&scope=site