Sample Business Studies Paper on Diversity in the Workplace

Diversity in the Workplace

Research has established that West Virginia is the least diverse state in America. The ranking by such research studies did not just take into consideration diversity with regard to race. The diversity score in the context of law, ethics, and workplace was anchored in the variety of language, ethnic background, religion, place of birth, income, gender, occupation, and marital status among others (P. Ilmakunnas & S. Ilmakunnas, 2011). The top five most diverse states were established to be California, Texas, Hawaii, New Jersey, and New York respectively. On the other hand, the least diverse states were Montana, New Hampshire, Vermont, Maine, and West Virginia. Workforce diversity promotes the success of an organization.

How Diversity Applies in the Workplace

Diversity in the workplace signifies the assortment of dissimilarities amid people in organizations. It sounds easy to apply but entails gender, race, age, and education to mention a few. In the workplace, diversity is not just about being white, male, or young anymore as it has become more interesting and intricate. It has turned out to be concerned with the connectedness, relatedness, and interaction amid the employees, leaders, and customers. Diversity occurs in different approaches and influences the relationship between the success of an organization and the reality of life while strengthening corporate ability, the structure of interconnections involving individuals, a learning outcome, and a tactical lens on global occurrences. Diversity does not just entail the manner in which people identify themselves but the way in which they treat others (Lambert, 2016). Such perceptions may influence people’s interrelations either positively or negatively. For a broad scope of workers to operate successfully within a company, the human resource department should endeavor to handle the challenges of adaptability, change, and communication effectively. Diversity in the workplace will become increasingly considerable in the future as more organizations embrace the call for urgent action and become prepared and ready to use resources in addressing the concerns of diverse employees.

Currently, diversity is not simply classified, and the companies that react to interaction problems through nurturing the talents of a broad labor force are the most successful in terms of development and increasing customer base. The lasting success of any organization demands a wide assortment of talents that can lead to new ideas, standpoints, and opinions while upholding a corporate attitude that values employees’ differences and recognizes everyone’s contribution (Lambert, 2016). Diversity in the workplace is strongly associated with objectives, such as retention, motivation, and performance. In the period of economic globalization, a large number of organizations are striving to realize workforce diversity that seeks to hire employees from different settings with the objective of reaping maximum benefits.

Benefits of Diversity in the Workplace

Comprehending the gains of labor force diversity assists in the realization of competitive advantage by an organization. This may encompass hiring employees with language and cultural competencies, which result in enhanced success for the company. Foremost, diversity professionals are convinced that a diverse workforce leads to increased productivity. A wide pool of studies has found that though diversity in the workplace has challenges, employing the most appropriate managerial approach makes the organization more productive (Fitzsimmons, 2013). This could be realized through employers providing the much-anticipated resolutions to clients due to fresh ideas and practices that a diverse workforce conveys. Moreover, diversity in the workplace has been established to boost the motivation of workers and make them seek to operate more efficiently and successfully. Diversity in the executive positions within an organization enables leaders to introduce innovative practices and skills for the realization of effective teamwork and greater performance.

Diversity amid the labor force has also been found to boost creativity within the organization since heterogeneous groups convey inventiveness while making their input. Consulting companies that specialize in workplace diversity affirm that workers from different settings offer a range of resolutions on the best means of accomplishing a given objective (Fitzsimmons, 2013). With more diverse opinions being put across, the likelihood of getting a practical answer is facilitated. In cases where more brainstorming is needed, different notions are realized from a culturally diverse workforce. Some Chinese employees employed amidst American residents at a company based in the United States, for instance, might have a more successful approach to a given problem when judged against their counterparts.

Organizations that seek to grow into international corporations reap greatly from the diversity of language skills in the place of work; for instance, an organization with workers who are well-conversant with the Japanese language and culture may find it easy to interrelate and break deals with companies based in Japan. In this regard, most of the bilingual employees are given a higher priority when it comes to the application for employment since organizations appreciate the merits of language diversity (Fitzsimmons, 2013). A different instance may encompass an organization that hires workers fluent in Italian to advance its reputation in Italy. An enhanced presence normally leads to increased sales. Having the capacity to communicate effectively in many regions across the globe is a crucial factor as it facilitates a company in the creation of relationships and comprehension of the cultural challenges and differences that arise from operating in foreign nations. With a labor force that has diverse language skills, a company can take advantage of the opportunity to successfully develop operations in the global market.

Companies with a diverse workforce develop a positive reputation. In this regard, highly qualified candidates are attracted to the companies having a diverse labor force since it is apparent that they will not experience discrimination at the place of work. Potential workers desire being assured that executives treat their employees fairly irrespective of gender, religion, or race. Such organizations are not able to draw a broad scope of endowment but also ensure the retention of valuable talent, which is attributable to improved morale emanating from labor force diversity. Top talent in an organization is not represented by having many workers but by having employees from several different life experiences and backgrounds (Pieterse, Van Knippenberg, & Van Dierendonck, 2013). Positive reputation emanating from workforce diversity results in companies having a global impact. In the progressively internationalized world economy, a labor force that is diverse with respect to cultural and skills aspects assists organizations to expand their reach in the international market.

With an inclination toward diversification, different societies are turning out to be gradually culturally diverse. There is a need for organizations to recognize the need for workforce diversity and ape the very societies in which they exist (Pieterse et al., 2013). As an example of the above, organizations ought to communicate successfully with clients from different backgrounds and satisfy their needs regardless of their culture, language, religion, or race. Therefore, having employees with the background and proficiencies that enable easy satisfaction of the needs of diverse customers is crucial to a company. Societies and clients desire to engage with organizations that have employees to whom they can relate. On this note, employing, managing, and retaining diverse workers benefits an organization significantly in the competitive market environment.




If I had the power to decide upon the issue of workforce diversity in a company, I would regularly assess its scope. This is because organizations that continuously evaluate their diversity practice uphold long-term success (Pieterse et al., 2013). A tailor-made employee satisfaction assessment may assist in comprehending and satisfying the needs of diverse workers which could facilitate their retention. Additionally, it assists in the management of diverse teams through understanding the existing challenges and problems which enables the generation of effective strategies to counter them. Furthermore, I would call for the creation and implementation of a workplace plan to foster diversity. This is because the personal dedication of the management of a company is fundamental to enhanced success. Approaches toward workforce diversity have to be initiated at the top for them to filter downward productively. Management contribution and support are needed for the establishment of a culture that is conducive to the success of the company’s plans.


Labor force diversity supports the success of an organization. Positive reputation of workforce diversity leads to the organization having an international impact. Assessing diversity practice allows a company to sustain long-term success by understanding and satisfying the needs of diverse employees to facilitate their retention. Contribution and support by an organization’s executives are needed for the creation of a culture that is favorable to the success of the set plans.




Fitzsimmons, S. R. (2013). Multicultural employees: A framework for understanding how they contribute to organizations. Academy of Management Review, 38(4), 525-549.

Ilmakunnas, P., & Ilmakunnas, S. (2011). Diversity at the workplace: Whom does it benefit? De Economist, 159(2), 223-225.

Lambert, J. (2016). Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. Journal of Organizational Culture, Communication, and Conflict, 20(1), 68-70.

Pieterse, A. N., Van Knippenberg, D., & Van Dierendonck, D. (2013). Cultural diversity and team performance: The role of team member goal orientation. Academy of Management Journal, 56(3), 782-804.