Improving Communication in a Diverse Workplace, Essay Example

Issues related to diversity in the workplace have taken on increasingly-greater significance in recent years. As Fann 91996) explains, “diversity in the workplace focuses on observable attributes such as race/ethnicity, nationality, age, and gender, as well as underlying attributes such as values, skills, knowledge, and cohort membership.” As this definition makes clear, “diversity” refers to much more than just issues of race or gender, and encompasses a broad set of attributes that are not always easily identifiable.  As awareness of the significance of diversity grows, so too does the need for managers to establish an environment in the workplace that embraces and values diversity.  Fundamental to this process is the need for effective communication between and among employees at all levels of the organization. The following paper introduces several ways that managers can implement policies and activities that underpin a workplace environment that values diversity.

In order to improve communication in a diverse workplace, the primary consideration for managers is that they understand the value that diversity offers to an organization. While diversity is not measured solely in terms of culture, it is important that managers consider the implications of culture and that they create an environment predicated on cultural competence (Andrade, 2014). In practical terms, this means that the diversity of the workplace should be reflected in the ways that the organization makes decisions, plans strategies, and carries out its functions. With this in mind, managers should ensure that the meetings and planning sessions undertaken by the organization include participants that reflect the organization’s diversity (Miller, 2012).  In this way, managers can avoid problems associated with making decisions based on limited information and points of view. This approach also helps to send the message to the rest of the organization that diversity is respected and valued in the organization.

While it is imperative that managers promote a workplace environment that values diversity through such practical behaviors, it is also important that they establish a set of written criteria and guidelines that promotes the value of diversity and encourages the input and ideas of all members of the diverse workforce. In an organization that appears to value one culture, ethnicity, or gender, those who are not members of the valued group may be less likely to contribute to the organization to their fullest extent and capacity. Written policies that promote the value of workplace diversity are a fundamental means by which managers can improve communication in the workplace at all levels. In order for such written policies to be effective, they must establish clear and consistent penalties for employees who do not adhere to them, and must be enforced rigorously and consistently,. Through such polices, managers also offer opportunities for education regarding the issue of diversity and the value and benefits that a diverse workforce brings to an organization (hrcouncil.ca, 2014). Managers must also develop an understanding of the best ways to communicate with the members of a diverse workplace (Ribbink, 2003). Members of some cultures, for example, might best be reached through written policy handbooks. Others may appreciate private, one-to-one communication and conversation. By learning the best ways to communicate with the members of a diverse workplace, managers can ensure that they model their messages to suit the needs of their audiences.

A third practical step managers can take to foster communication in a diverse workplace is to establish opportunities in which workers in different departments or at different levels can interact with each other outside of the confines of specific workplace functions and duties (hrcouncil.ca, 2014). Managers can plan activities for workers that involve socializing and interacting outside of the workplace, from informal gatherings to more elaborate planned activities. The specific nature of such activities will be determined by the size of the group of participants and other factors; the main consideration is that such activates offer opportunities for the members of a diverse workforce to get to know each other and to see each other beyond the limits of preconceptions about each worker’s ethnicity, gender, and other characteristics.

There are numerous ways in which managers can imp0rove communication in a diverse workplace. Among the most direct ways this can be acco9mplished are to include diverse members of the workforce in management planning and decision-making; establishing policies that reflect and promote cultural diversity; and creating opportunities both within and outside of the workplace for employees to interact with each other. The most effective way to overcome the potential hurdles presented by a diverse workforce is through education and communication; as the diverse members of an organization learn about each other and communicate each other, the preconceptions and misunderstandings between them can be overcome. An effective manager in a diverse workplace will foster opportunities for communication that make such change possible.

References

Andrade, S. (2014). Cross-Cultural Leadership. Leadership Excellence, June 2014.

Hrcouncil.ca,. (2014). Creating an inclusive and supportive work environment | Diversity at Work | HR Toolkit | hrcouncil.ca. Retrieved 29 July 2014, from http://hrcouncil.ca/hr-toolkit/diversity-supportive-environment.cfm

Miller, K. (2012). Organizational communication (7th ed.). Stanford, CT: cengage.

Ribbink, K. (2003). Seven Ways to Better Communicate in Today’s Diverse Workplace – Seven Tips for Communicating In Today’s Diverse Workplace – HBS Working Knowledge. Hbswk.hbs.edu. Retrieved 29 July 2014, from http://hbswk.hbs.edu/archive/3266.html