Abstract behavioral and moral or ethical background might


in an organization is defined as the differences among the people working in
the organization. I plan to explore race, gender, and ethnic background which
is under diversity. The reason for selecting these types is because they are
the basic and the essential people organizations come across and it’s up to
them to train themselves and the employees on the ways to deal with each other
respectively. To avoid being less wanted or less important in the company. When
companies deal with race, gender, and ethnic background, it helps the company
with competitive advantage, an increase in productivity and there is an
effective teamwork.  The company is today
a filled with mixed race, both males, and females and employees’ norms and
believes, that does not stop the employees from meeting the goals of the
company. The most important things are that everyone is effectively working on
their task assigned to them.

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Race, Gender, Ethnic background, Diversity.










is around us everywhere we go. Most people might not see diversity as important
as it sounds. If diversity is not important, then how well can they relate to
people that are different from them? The differences might not be massive, but
the behavioral and moral or ethical background might be different. There are
two main types of diversity that must be taken into consideration when it comes
to diversity they are race and gender. Ethnic background is another diversity
type that should also be addressed. Organizations encounter the two major types
the race and gender. Understanding the concept of diversity in the current
world is important as the differences between people in organizations are
constantly increasing (Danowitz, Hanappi-Egger & Mensi-Klarbach, 2012).
Organizations should also be in a position to manage diversity. The ability to
manage and embrace diversity gives an organization competitive advantage and
other benefits such as increased flexibility as the diverse employees have
unique skills (Triana, 2017); various perspectives which enable the
organization to meet the needs of the organization effectively and increased
productivity as the employees feel like a part of the organization.


Gender diversity is crucial in any workplace, not merely due
to the fact that it is a credible goal but it creates thefoundation of business
sense. According to Gallop study, hiring to thedemographically diverse workforce
can enhance a company’s financial performance (Badal,
S. B., 2014). The survey covers more than 800 business units representing two
different business industries: retail and hospitality. The results show that
gender-diverse business setups can produce more financial outcomes than those
dominated by one gender. In the retail sector, gender- diverse have
approximately 14% higher revenue in comparison to the less-diverse businesses
while the hospitality sector had 19% higher net profit(Badal, S. B., 2014).
Therefore its crucial to address the cultural stigma that many females
encounter while engaging in activities in their careers. It’svital to encourage
women to pinpoint the bad habits that trail them behind.

Advantages of Gender-Diversity

            Research from several studies has
highlighted significant advantages of the gender-diverse teams. Firstly, men
and women possess different viewpoints, thoughts and market perceptions which enhance
better problem resolutions , eventually resulting in a superior performance at
the business unit. Secondly, a gender-diverse labor force gives easier access
to resources, for instance, numerous sources of information, several credit
sources and enlarge industry knowledge (Eagly,
A. H., 2007). Moreover, a gender- diverse labor force enables the company to
serve a progressively different customer base. Lastly, gender-diverse companies
attract and retain talented women, which is significant since more women engage
in workforce around the world.

            Based on the knowledge acquired on
the significance of gender diversity, managers should expound workplaces that
engage every employee. Its crucial for trust, openness and supportive
relationship among co-workers and supervisors to release the power of diversity
by enhancing employees to turn their disparities in thoughts, knowledge,
skills, behavior, and talent into innovative thoughts and practices that can
propel the business forward (Eagly, A. H., 2007).


            Race diversity in
every business set up is crucial to be considered since currently, it’s hard to
find a region that is exclusively inhabited by individuals of specific race
explicitly. Therefore, the companies should be enhancing the promotion of every
personnel within an organization by
appreciating that every person can table a different opinion (Crane, et al.,
2016). A company with workers from different background and experience will
harness a variety of differences, hence resulting in alternative solutions when
discussing an issue or a topic. When the differences are well managed the strengths, and best insights of every person
can be harnessed to amplify the productivity and deliver better results.

 The racial diversity sets a platform for
creativity since different thoughts can be tested in comparison to the other
and new ones created. The employees also benefit
by experiencing personal growth in an environment that exposes them to
differences in culture, thoughts, and
opinions. The personnel enhances their
ability to adapt to different scenarios in a
diverse environment since they have to work through differences in
personality, background, and culture (Crane,
et al., 2016). The Cultural expertise of
different people can be leveraged for the benefit of the organization, mostly
in the case of a global organization. The
diversity in labor force can optimize the company’s ability to cater to the needs of each market by pairing
the representative of specific demographics with customers of same backgrounds.
This creates a sense of affinity to the client as well as comfort with the
employee which is ultimately advantageous to the organization.


            Every organization
when making resolutions on recruitment, promotion and other growth
opportunities, the impacts of bias and stereotypes should be reduced by
shifting the focus from the specific individuals to the skills that are crucial
for the position in question.