Diversity Problems: 7 Common Problems Faced At The Workplace

People are more connected than ever before, thanks to technological advancements and internationalization. As a result, workplace diversity in terms of nationality, culture, gender, expertise, attitude, and other factors is growing. For years, well-intentioned businesses have struggled to increase workplace diversity by initiating diversity campaigns, internal investigations, and other initiatives. 

Despite this, most businesses are still struggling to make a significant impact with rising diversity problems. Indeed, according to a new analysis, the pay disparity between black and white technology workers has expanded by more than $5,000 in only one year (2019).

In the workplace, there are seven common diversity issues

Despite the numerous advantages, cultivating diversity and inclusion in the workplace poses several problems. Here are seven frequent reasons why businesses are hesitant to adopt a global workforce.

1. Communication roadblocks

It is indisputable that a varied and inclusive workforce fosters innovation, fresh perspectives, and problem-solving approaches. Conflicts that arose from differing points of view, on the other hand, are escalating at the same time.

Communication constraints are a problem that every multinational company has to deal with. Even when people speak the same dialect, such as English, differences in colloquialisms and idioms between American, British, and Australian English can lead to confusion.

As a result, there will be more disagreements than in a typical workplace because employees need more extended learning and cooperation. 

2. Prejudice and stereotypes

Stereotypes directed at segments of the population occur whether you like it or not. Employees may use preconceptions to justify not interacting with their coworkers while at work rather than communicating and understanding one another.

People's hatred for specific cultures, religions, and ethnicities is much worse. Isolation and fractured teams would result, which might swiftly grow into interruptions in the knowledge transfer process, leading to diversity problems.

3. There is less trust.

Minority groups may believe that they get mistreated in comparison to leading groups. They may also think that the management is friendlier to those from a similar background.

As a result, when faced with an issue, these groups would rarely raise their voices. For example, employees from various Asian nations may be hesitant to express their ideas, especially if they are new to the work or in junior positions.

To manage a varied team, make every employee feel included, and match the team's choices with the company's goals, this circumstance needs an intelligent manager with excellent leadership, EQ, and verbal ability.

4. Affiliation with the organization has dwindled

While diversity programs in the workplace benefit minorities, they might have the reverse effect on non-minority populations. These groups may feel ignored or even attacked by their organizations if diversity does not get adequately managed.

Although diversity in a group fosters innovation and judgment, a study found that increasing diversity reduced non-minority groups' connection to their organization. To avoid this, managers should ask their staff for comments on how they deal with group diversity.

5. Visa rules and housing expenses

Putting together a worldwide workforce is a time-consuming and costly process. Organizations must set standards for working visa arrangements, and employment practices, ensuring that they comply with local labor and immigration laws.

Organizations may sponsor the transfer of talents to various areas in particular instances. The sponsorship could result in paperwork and a (significant) budget set out for lodging and travel.

6. Efficiency

Employee productivity and satisfaction might get severely lowered as a result of a cultural clash. Diverse teams can help businesses achieve long-term success. However, if conflicts arising from cultural incompatibilities do not get adequately resolved, they will have long-term negative consequences for employee happiness, reputation, and image, among other things.

Although it is difficult to manage a diverse society effectively, there are compelling reasons to increase the company's diversity rate.

7. Bullying and antagonism

Workplace harassment does occur in businesses, even though one should never condone it. Individuals make choices based on their viewpoints or prejudices about others based on their culture, religion, gender, and other factors.

Overcoming the Obstacles of Diversity

Diversity and inclusion are undeniably essential components of long-term economic success, and it is an inevitable trend that the organization should embrace.

However, if one does not address the difficulties described above, it could be an unpleasant process. Here are some recommendations for creating a more equal and inclusive workplace for your organization. However, despite their apparent efforts, employees also have unconscious prejudices, which leads to mistrust between them.

• Concentrate on "culture add" rather than "culture fit."

The firm should value each employee's specific skills and culture. To combat the tiresome "sameness," different viewpoints generate fresh ideas. Companies should take the opportunity to regularly grasp the significance of differences and enhance staff knowledge of the topic.

Managers and supervisors must provide fair and transparent chances for their members to express and contribute their ideas for improvement. Every employee should feel heard and respected for who they are and what they can do. These one-of-a-kind experiences are crucial in helping teams create fertile ground for invention.

All cultures need to be honored and celebrated in the same way. Make it clear that no one can fully comprehend each other's backgrounds but that we are all eager to learn. As a result, instead of altering themselves to fit in with the majority, everyone should be allowed to share their perspectives. Treating your staff as individuals rather than as a group will help you break through communication obstacles.

• Make a decision

Being neutral isn't an intelligent concept any longer because it may bring more harm than good. Employees would perceive the corporation to be ambiguous rather than fair to them.

Managers should be aware of current events to take action quickly. Many social concerns, such as Black Lives Matter, Gender Inequality, and LGBTQI+ Rights, are currently in the news.

Furthermore, HR managers should take a proactive role in recognizing and correcting any conscious or unconscious bias towards minorities as soon as feasible. Everybody wants to feel protected and encouraged by the organizations they work for, including you and me.

• Make greater use of your differences.

According to a Glassdoor survey, two-thirds of workers said diversity was essential to them when assessing organizations and job offers. To put it another way, demonstrating that a company is building a diverse and inclusive workplace can help it stand out in a tough job market.

Each person has a unique set of abilities and skills that others can learn from in a diverse company. Every day, when people expose themselves to new cultures, working styles, and viewpoints, they should be allowed to understand and improve.

What matters most is how businesses can combine cooperation initiatives and match employee development plans with the company's goals to secure long-term viability. As a result, the next critical step is creating an action plan to put all of the concepts mentioned above into action.

Bottom Line

We still have a long way to go in building a diverse workforce, and it's past time to stop viewing diversity problems as something to be solved. 

Instead, we should think of diversity initiatives as a chance to shake up the status quo and find new ways to bring diverse viewpoints to the table. It's all about establishing a safe environment where individuals may have difficult talks, learn, and grow.