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Take Me There Sheryl Sandberg, Chief Operating Officer (COO) of Facebook stated that “We need to resist the tyranny of low expectations. We need to open our eyes to the inequality that remains. We won’t unlock the full potential of the workplace until we see how far from equality we really are” (Thrive Global, 2017). Diversity is taking the Human Resources (HR) world by storm; many life science organisations are recognising the benefits of a diverse workforce. However, it’s not without its challenges. With employees working upwards of 35 hours a week, in close proximity to one another, conflict will inevitably arise, and without a little due diligence on your side, workplace diversity can fan the flames. There’s no denying the many advantages of workplace diversity; increased productivity, better problem-solving abilities and financial growth. For more benefits of workplace diversity, read our blog: The Ultimate Business Case For Diversity In The Workplace. However, what a lot of hiring managers and CEOs don’t realise is that, while workplace diversity sounds intuitive, it can be challenging to put into practice. Decision-makers must be aware of the potential issues they face so that they can be prepared with strategies to combat against them and ensure diversity initiatives take account of:
It may seem surprising that in this day and age diversity is problematic, but here are a few facts to keep in mind when considering introducing diversity into your organisation:
Here are several challenges that can arise with diverse workforces: 1. Communication issuesWhen you have a diverse workforce, communication between team members can become challenging. For many members of your team, English might not be their first language. Language barriers could mean that team members ineffectively communicate and have difficulties understanding one another. Failure to fully comprehend instructions could lead to a significant drop in productivity and team synergy. Organisations with diversity plans strive to tackle the gender and age gap. Employees may find it challenging to understand each other if differences in demographics encourage them to use slang or particular kinds of language. For example, female employees may talk more politely, avoid swear words and use more tag questions than male employees, which could lead to misunderstandings. Or younger employees may use different terminology and slang which older generations are unfamiliar with. Communication issues like these can crop up all the time, not just in the workplace, but outside of it too. Solutions:
2. Too many opinionsWith their different backgrounds and experiences, diverse employees have different ways of approaching the same scenario and putting forth their ideas. Employees who do so are extremely valuable to your organisation; they will keep driving innovative ideas and identify issues. However, an excessive number of opinions can lead to failure to reach a consensus. Particularly innovative solutions to problems may go unnoticed amongst the plethora of other ideas. Too many opinions can compromise the organisation’s ability to stick to tight deadlines due to this reduction in productivity. Solution:
3. HostilityAs much as we hate to admit it, humans make decisions based on biases, rather than on facts and logic. Sadly, this is no different in the workplace; employees will base their decisions and judgements on unconscious biases despite their best intentions. Distrust can arise as employees doubt each others ability to do their jobs. “They’re different to me so I can’t trust them” or “They don’t know what they’re doing” are common thoughts.
4. Diversity implementation challengesCreating a diverse workforce looks good on paper, but it can be challenging to effectively implement it. Although there’s plenty of diversity guides out there, there’s no one-size-fits-all diversity plan that works. That is because diversity means different things to different people. Enforcing diversity is the responsibility of hiring managers and senior decision-makers. In fact, 38% of executives reported that the primary sponsor of diversity and inclusion efforts is the CEO. If your CEO isn’t on board with creating a more diverse and inclusive atmosphere then how do you expect to convince your employees of the new direction your organisation is heading? The only problem is, with 41% of managers reported being “too busy” to implement diversity initiatives, progress can quickly stifle. With their own agenda, managers don’t always have the time to manage such a large and time-consuming operation, meaning that diversity plans don’t receive the attention they deserve and require. Your employees will feel frustrated if the transition to a more diverse future isn’t a smooth one. For many established life science organisations, implementing a diversity initiative can be a complete 180 from the origins of the organisation. A lot of people are resistant to change, so don’t be alarmed if you receive some initial hostility. Humans are creatures of habit; they won’t want to change their way of doing things, especially if this is deeply ingrained in their mind. Solutions:
5. Retain bad talentIf your goal is to diversify your workforce, you might hold onto diverse employees that currently work for your organisation simply because they boost your diversity figures. However, with poor performers, comes a reduction in productivity, morale and innovation.
Diversity in the workplace can bring positive changes to your organisation, but it also has the potential to introduce challenges. While these challenges can be extremely inconvenient and damaging to your entire organisation, they can be avoided. Be prepared to combat the challenges listed above before your diversity initiative is implemented. If you rush your diversity plans, you risk causing even bigger challenges that are harder to resolve. For more hiring advice tailored to hiring managers in the life science industry…
* Fraser Dove International is a talent consultancy operating exclusively across the life sciences industry. While our roots lie in executive search, we provide more than the traditional recruitment services. Uniquely placed within the market, we have been providing cutting-edge talent solutions and insight to organisations at all stages of their journey – from start-up to established leaders – since 2013. Why might some organizations encounter resistance to developing diversity?Resistance could be caused by several different things; employees don't believe that actual changes can be made, employees feel victimized, or employees feel singled out as a member of a diverse group.
What are some of the barriers in creating diverse organizations?Five Barriers To Inclusion And Diversity. ... . Stereotyping And Unconscious Bias. ... . Leadership Skill Gap. ... . Tick-Box Approach. ... . Prioritization Dilution. ... . Lack Of Meritocracy At Senior Levels. ... . • ... . What are the 5 diversity issues?Age, race, ethnicity, cultural background, gender, sexual orientation, and religion, immediately come to mind, but have you considered educational background, managerial experience, neurodiversity and even personality traits.
What are the 7 biggest diversity issues in the workplace?7 Biggest Diversity Issues in The Workplace. Acceptance and Respect. ... . Accommodation of Beliefs. ... . Ethnic and Cultural Differences. ... . Gender Equality at the workplace is yet to go mainstream. ... . Physical and Mental Disabilities. ... . Generation Gaps. ... . Language and Communication.. |