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One of the trends that characterize the 21 century human resource force in the United Kingdom is the increase in workplace diversity (Michalle & Barak, 2010).The basis of effectively managing diversity at the workplace is acknowledging the differences that may exist among the company’s workforce and implementing workplace practices that create an inclusive environment for all employees.
However, as pointed out by Herring (2009), this concept is relatively new, dating to the 1980s.
As aforementioned, this research was carried out using both secondary and primary approaches.
The secondary approach involved reviewing literature that has been published on various databases about the subject of workplace diversity.
This is because of the fact that a diverse workplace comprises of different talents, skills and experiences, and if these differences are combined and directed towards the achievement of a common goal, it is certain that it will be advantageous to the organization.
In another research on workplace diversity, Herring (2009) established that effective management of a diverse workforce increases creativity and problem solving.