Diversity politics is the dominant trend in modern Western corporate culture. Diversity as an anti-discrimination principle is not only an ethical practice in Human Resources but also a sign that a company is moving with the times. In today’s world, a progressive company must set the policy of diversity as one of the main internal tasks (Goldstein, 2017). Diversity politics allows the company to earn the attention and approval of both the public and stakeholders. Promoting and developing cultural diversity in the workplace is the responsibility of Human Resources.
The manager must promote diversity by creating an environment that encourages inclusion and tolerance. Such behavior motivates workers and positively influences the recruitment of not only culturally and racially different, but also truly talented employees (Schmitt, 2012). Diversity policy can be monitored through various statistical mechanisms and quality practices such as audits. As a result of such monitoring, one can not only track diversity but also find and nurture early talent in a particular industry. Giving equal chances and avoiding prejudice is a necessary principle for a recruiter in any company looking to stay relevant.
The manager needs to create a level playing field for employees of different races, genders, cultures, or value systems. The main value and moral basis should be diversity, which in practice is synonymous with equality. Not a single person must be discriminated against, as this will be proof that employees have equal opportunities (Goldstein, 2017). It is through the implementation of an inclusive and culturally open workplace policy that prejudice and therefore discrimination can be avoided. Employees should be aware of possible subconscious ethnic, social, or gender prejudices and try to eradicate them as quick stereotyped judgments should be frowned upon in the workplace. Only in this way will the atmosphere be equally benevolent to each worker who is in an organically comfortable cultural environment.
References
Schmitt, N. (2012). The Oxford handbook of personnel assessment and selection. Oxford University Press.
Goldstein, H. (2017). The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention. John Wiley & Sons.
