The Challenge of Diversity for Human Resource Professionals

The environment of the workplace in the 21^st century is constantly changing.  As new technological innovations enable companies to communicate around the globe and financial transactions are easily and securely completed over the internet, both American and foreign firms are taking part in the globalization effort.  Whereas a firm centralized all of its functions under one roof in the past, firms are now able to operate efficiently with offices around the world.  While this presents a great opportunity to create revenue and market share for the company, it also allows the company the opportunity to attract and recruit qualified employees from diverse backgrounds.  Creating a diverse culture within a firm is important to most companies as a firm who can effectively manage diversity has been identified as one of the five distinguishing features of organization that make it onto Fortune magazine’s list of 100 Best Companies

Though seen as a catalyst for improved organizational performance, this presents a challenge for human resource development professionals as organizations need to address racial, ethnic, and other prejudices that may persist, as well as cultural insensitively and language differences.  Although racial differences continue to dominate the discussion when anticipating questions concerning diversity, human resource development professionals are now confronted with concerns of a wider range of diverse populations.  These diverse populations include employees over the age of 55, GBLT, women, and the physically impaired.  Moreover, governed by the laws such as The Disability Act of 1990, Title VII of the Civil Rights Act of 1964, affirmative action, and the EEOC, HRD professionals must develop programs that will ensure employees in these groups along with other employees can be successful as well as provide safeguards to prevent discrimination.

As stated above, diversity has become important to firms because of its impact on improved performance as well as the ability to hire from a greater talent pool.  However, performance and recruitment surely cannot be the only motivator of this strategy.  While diversity efforts have many benefits, it has an effect on the bottom line as it relates to targeting diverse groups.  Opponents of this position disagree and feel that diversity is not about a form of customer race matching where the workforce resembles the appearance of customers. 

Diversity in business can also include providing services to customers of varying business sizes as well.  It could be the difference between and small businesses doing $300 thousand a year or large companies having yearly revenue of $2 billion or more.  As a result, new challenges for HRD professionals in regards to diversity may include programs that provide skills for employees to effectively interact closer with customers such as teaching employees different languages and customs of market areas in which the company has an interest.

The challenge of diversity for HRD professionals centers around developing a population of people with varying backgrounds in such as way that they, despite their differences, come together to reach the overall goals of the firm.  To achieve this, HRD professionals must dedicate time to allow employees to learn about the diversity surrounding them while appreciating the differences, similarities, cultural celebrations, and significant life events of others.