IPASJ International Journal of Management (IIJM)

Web Site: http://www.ipasj.org/IIJM/IIJM.htm

A Publisher for Research Motivation ........ Email:editoriijm@ipasj.org
Volume 5, Issue 6, June 2017 ISSN 2321-645X

A Study of the importance of diversity and

inclusion at the workplaces
1
Jasleen Kaur , 2Aditi Joshi
1
Assistant Professor, JIMS Kalkaji
2
Assistant Professor, JIMS Kalkaji

ABSTRACT
Organizations involve diverse variety of employees belonging to different groups on the basis of gender, race,
countries, languages, lifestyles, experiences and many other aspects. However, many companies face challenges
around building a diverse and inclusive environment at the workplaces. The reason is the tendency to assign the
employees and placing them in a different category based on their diverse profile. Organizations which adjust to
human complexity by utilizing the talents and skills of a workforce will be the most effective and successful in
growing their businesses and their customer bases. This would definitely lead to growth of profits. Thus, it is
important that the initiatives should be taken by them to manage a culture that fosters the development of all the
individuals under one roof. An inclusive environment helps to attract as well as retain the talented employees which
ultimately support their personal and professional advancement. This research paper has focused on the diversity
and inclusion perspectives of different companies and the experience of many employees dealing with this scenario.
The study has also focused on the relationship between the strategies on diversity and employee perception of the
said organization.

Keywords: Diversity, inclusion, workplaces, employees.

1. INTRODUCTION
Diversity is any dimension that can be used to differentiate people and groups from one and another. This refers to
respect and appreciation of differences in gender, age, national origin, disability, education, and religion. Apart from
this, everyone bring with them the diverse perspectives, work experiences, life styles, backgrounds and cultures.
Whereas Inclusion is a state of being valued, respected and supported. This is about focusing on the needs of each
and every individual and ensuring the right conditions are in place for each person to achieve his or her full caliber and
potential.

Diversity is the mix; inclusion is getting the mix to work well together. While getting the mix is extremely hard,
making the mix work is harder. The key to making the mix workinclusionis for the entire system to nurture and
enable the mix. [1]

2. OBJECTIVES
To understand whether diversity affects the working in an organization.
To recognize the benefits of fostering a diverse and inclusive workforce.
To analyze value and respect differences and reflecting this in the way people work

3. METHODOLOGY
The study is descriptive in nature. Primary data has been used as data has been collected through questionnaires.
Secondary data too has been used. The secondary data consist of the books, internet articles, surveys and research
journals.

Volume 5, Issue 6, June 2017 Page 1

 IPASJ International Journal of Management (IIJM)
Web Site: http://www.ipasj.org/IIJM/IIJM.htm
A Publisher for Research Motivation ........ Email:editoriijm@ipasj.org
Volume 5, Issue 6, June 2017 ISSN 2321-645X

4. DISCUSSION

The advancements like technology, multinational corporations and immigration have all come together to produce
diverse workplaces. This involves people of different backgrounds and experiences to work together. This often refers
to race and gender, but there are many forms of diversity at work. A manager with a diverse crew can give you multiple
perspectives but it can also be a challenging issue when different cultures and thoughts collide. On the other hand, it's
easy to be misunderstood for an employee belonging to a minority community but he can also bring fresh and
innovative ideas based on his experiences and skill sets.

Forms of Diversity
Age: There are various generations available at workplaces. They all bring different experiences, views, skill sets
and strengths to the modern workplaces. Each and every generation typically has its work style and ethics.

Religious: People from diverse religions work in offices. This form of diversity in the workplace can have a
particular set of challenges. This may especially be so for faith-based companies of a certain workers who wish to
live consistently with their non-religious beliefs in the organizations. For example, someone may want to not
participate in a compulsory company event that has religious overtones. In other case, a worker who has utilized all
personal days may want to take a day off for a holiday that is important to his religion but not recognized by the
company. [2]

Gender: Gender diversity is basically equitable or fair representation between genders. This issue has been widely
discussed and many ongoing initiatives promote gender diversity in fields traditionally dominated by men. Women
at the top allow greater representation and draw for women in the workforce and better outcomes for their
companies [3]. According to a new survey report by CareerBuilder India exhibits that there is a significant
reduction in gender inequality at the workplace. In the areas of leadership and management qualities such as a
capacity of innovation and intelligence, women are now perceived as indistinguishable from their male peers [4].

Racial/Ethnic: People from various countries having different colors are hired in professional, service, corporate
and public places of employment. They all have different perceptions for all the other races. For instance, an
employee from North India may be having a different perception to an employee of South India or any other part of
the World.

Disability: Companies accommodate persons with physical disabilities bringing another level of diversity to the
workplace. Some disabilities are obvious and some are not exactly noticeable. Some of them require workplaces to
provide reasonable accommodations. These accommodations help workers to adequately perform their duties and
tasks without lowering their performance expectations.

Education and Life Experience: The educational qualifications and experiences modify the behavior of a person
as well as his perceptions. Example: An employee with a master's degree might have be facing difficulty in finding
a solution to a problem in common with just a high school graduate. The diversity also exists at the income levels.
The persons with the "haves" and the "have nots" view issues from different attitudes and opinions.
Diversity is needed for business because a diverse workforce of women, people of color, and LGBT individuals with a
range of backgrounds will bring different ideas and enable an employer to appeal to different parts of the marketplace
and this contributes to innovation and success [5]. Inclusion is a separate concept from diversity. SHRM defines
inclusion as the achievement of a work environment in which all the individuals are treated fairly and respectfully,
have equal access to opportunities and resources, and can contribute fully to the success of the organization [6].Many
research results show that diversity is incomplete without inclusion. It is important to understand the basic difference
between the concepts of diversity and inclusion, as many well-established and known companies have made the
diversity a priority while neglecting the inclusion. This has led to disappointing outcomes or results that often reduce
the totality of diversity and inclusion efforts.

Volume 5, Issue 6, June 2017 Page 2

 IPASJ International Journal of Management (IIJM)
Web Site: http://www.ipasj.org/IIJM/IIJM.htm
A Publisher for Research Motivation ........ Email:editoriijm@ipasj.org
Volume 5, Issue 6, June 2017 ISSN 2321-645X

Examples of Established Companies

Many established firms like IBM, Deloitte, Microsoft, Godrej etc are taking initiatives for creating a diverse and
inclusive culture. For example, Microsoft host an annual conference- Confluence 2017 which is a platform through
which Microsoft strives to create an environment to tackle the diversity of employees and the inclusion of ideas,
opinions and solutions to meet the needs of increasingly global and diverse customer base. They also initiated a
platform called Coddess in India in 2016 which serves as a platform for women coders to share personal and
professional experiences as well as network and learn from each other [7]. Similarly, Accenture have the Employee
Resource Groups (ERGs) which often develop based on local demand and interest, and differ from location to location,
but they all promote inclusion and diversity through education, awareness, professional and personal development and
cross-cultural interactions [8]. Recently, LOral India also receives the worldwide Economic Dividends for Gender
Equality (EDGE) certification in recognition for its commitment to achieving and sustaining gender equality in the
workplace [9].

Benefits of Diversity and Inclusion

A diverse and inclusive workforce is a major factor of success and growth in the modern business world. Organizations
that seek and celebrate diversity have several advantages over their competitors. The following are the benefits of the
diversity and inclusion at the workplaces:

1) Diversity brings skills and experiences: Individuals from various backgrounds and culture can offer a unique
selection of different skills. Their experiences can also bring benefits to the organization. They all can learn from
each other which would ultimately benefit the organization only.

2) Diversity attracts top talent: Company with diversity into its workplace will attract a wider range of candidates to
their vacancies, as it will be viewed as more progressive organization and will appeal or attract to individuals from
all spheres of life. Naturally, as the number of applicants for each vacancy rises, the chance of finding an
exceptional and unique candidate increases too. This scenario can also help with employee retention, as people
want to work in an environment who are accepting people from all the backgrounds and promote equality [10]. If
you want to attract the best talent, you need to be reflective of the talent in that market, said Eileen Taylor,
Deutsche Banks global head of diversity [11]. Even, Joe Gerstandt, a diversity consultant said "If you're not good
at attracting and retaining women and people of color, you're competing for an increasingly smaller portion of
talent.

3) Diverse and Inclusive workplaces are more innovative and creative: Companies having employees from diverse
backgrounds brings different ideas to the table, preventing "group think" and promoting innovation. According to
a recent study from Deloitte, diversity in race and gender generates diversity in thought. This kind of workforce
ensures that some employees will be analytical, while others will be creative. Similarly, Mike Dillon, Chief D and I
officer for PwC suggested, "Attracting, retaining and developing diverse professionals stirs innovation and drives
growth," says [12].

4) Diverse and Inclusive workplace improves employee performance: Employees are more likely to feel
comfortable, happy and satisfied in an environment where inclusivity is a priority. This aspect is important for
encouraging employees from all backgrounds and cultures to feel confident in their ability and achieve their best.
The higher the team morale, the more productive employees are.

5) Diverse and Inclusive workplace promotes employer branding: Diversity and inclusive management shapes
both the corporate identification of employees inside of the organization (internal effect), as well as corporate
social responsibility outside of the organization (external effect). The first one, corporate identity has the impact on
employees motivation and engagement in work and shapes brand inside of company, whereas the second one,
corporate social responsibility acts as an important public relation tool shaping brand outside of company [13].

6) Diversity and Inclusion helps in employee engagement: D and I, with its emphasis on including differing
employee viewpoints, respecting others and valuing contributions encourages employee input which helps lead to
employee engagement [14]. Research has shown that companies which disregard diversity as a component of their
business strategy have a higher percentage of disengaged workers. However, companies that effectively capitalize

Volume 5, Issue 6, June 2017 Page 3

 IPASJ International Journal of Management (IIJM)
Web Site: http://www.ipasj.org/IIJM/IIJM.htm
A Publisher for Research Motivation ........ Email:editoriijm@ipasj.org
Volume 5, Issue 6, June 2017 ISSN 2321-645X

on the strengths of all employees and leverage their differences and unique values have the most engaged
employees. In addition, employees with the highest level of engagement perform 20 percent better and are 87
percent less likely to leave the organization, according to a survey by TowersPerrin [15].

5. RESEARCH ANALYSIS:
Sample
The data for this study were obtained from survey responses collected from 50 employees of large and medium sized
organizations. Among these companies, it included the organizations involved in various sectors. It included both male
and female respondents. Respondents were born in India.

Procedure
A questionnaire survey was being sent to the employees of the organization. The survey contained the questions based
on the diversity and inclusion practices at their workplaces.

Observations and Results

In the survey, participants differentiated between the terms diversity and inclusion and responded that both of the
terms describe separate types of work environments. It was being observed that the people are being hired from
different religions, races and countries. They feel that all of them are being treated equally but they sometimes
experience discriminations at the time of promotions and other competitive situations. They also suggested potential
candidates should be given importance and growth irrespective of the candidate's age, sex, cultural background, race
etc. Workshops and extracurricular activities should be conducted at the frequent intervals to fill up communication gap
across the hierarchy so that all individuals get a fair chance to interact with others. Majority of them supported that the
idea of healthy communication among the superiors and subordinates and encourage the informal work groups.

Analysis
The data collected showed that the demographic area covered was India. It attributed the leadership in the organization
for diversity. It strongly attributes that their respective organization respects individual values and differences which
leads to a strong and healthy diverse working condition in the organization. Organization these days have come up
with various diversity initiatives in the workplace. It attributed people from every race as one of the main reasons for a
fair workplace. Employees also appreciate their peers from different background and ethnicity. Ironically, it is to be
noted that a majority of people have also witnessed discrimination in their organization. They have found
discrimination in times of promotion. Employees also believe that the management shows the importance of diversity
through its actions. Due to which employees have developed an understanding of racial/ethnic differences. In most
organization it was found that the organization provides training programs which promote multicultural understanding
as there was a strong need for workshops and seminars. As educating the employees about diversity will in turn
enhance the organizations profitability. Organizations these days tend to look into the needs of people with disabilities.

6. CONCLUSION
The promotion of Diversity and Inclusion in the workplace is about more than the social responsibility. Companies
should start focusing on utilizing the full potential of people by acknowledging and encouraging each persons unique
perspective and ways of thinking. The plans, policies and programs could then be modified accordingly that would help
women, LGBT people, and people of different backgrounds. Career progression and other growth paths should be based
on merit and employees from all backgrounds and spheres of life should know that they will be able to progress in an
organization in line with their talents, skills and commitment but sometimes the reality in the workplace is very
different. In a workplace that fosters inclusion, respect and tolerance, employee job performance, job satisfaction,
creativity, profitability all benefit. This would increase the retention rates.

REFERENCES
[1]. AON Hewitt; Diversity & Inclusion: Making the Mix Work. Available: http://www.aon.com/middle-
east/attachments/human-resources/diversity-and-inclusion_making-the-mix-work.pdf
[2]. Ngwabi Robyn D. Clarke,Forms of Diversity in the Workplace. Available: http://smallbusiness.chron.com/forms-
diversity-workplace-23105.html

Volume 5, Issue 6, June 2017 Page 4

 IPASJ International Journal of Management (IIJM)
Web Site: http://www.ipasj.org/IIJM/IIJM.htm
A Publisher for Research Motivation ........ Email:editoriijm@ipasj.org
Volume 5, Issue 6, June 2017 ISSN 2321-645X

[3]. Taylor Kate, The New Case for Women on Corporate Boards: New Perspectives, Increased Profits. Available:
https://www.forbes.com/sites/katetaylor/2012/06/26/the-new-case-for-women-on-corporate-boards-new-
perspectives-increased-profits/#4fbb8d5d4e3f
[4]. Nigam Supriya; 2017 Gender Equality at Workplace Survey Results. Available:
https://www.thecareermuse.co.in/2017-gender-equality-workplace-survey/
[5]. Sherbin Laura and Rashid Ripa; Diversity Doesnt Stick Without Inclusion. Available :
https://hbr.org/2017/02/diversity-doesnt-stick-without-inclusion
[6]. Inclusion and the Benefits of Diversity in the Workplace by Talent Intelligence. Available:
http://www.talentintelligence.com/blog/bid/377611/inclusion-and-the-benefits-of-diversity-in-the-workplace
[7]. Sarkar Debashis, Here's What Microsoft India Can Teach Startups About Diversity And Inclusion at Work.
Available: http://www.news18.com/news/tech/heres-what-microsoft-india-can-teach-startups-about-diversity-and-
inclusion-at-work-1388307.html
[8]. Available: https://www.accenture.com/in-en/Careers/team-culture-diversity
[9]. LOral India receives globally recognized EDGE Gender Equality Certification for the second time in a row.
Available: https://indiaeducationdiary.in/loreal-india-receives-globally-recognised-edge-gender-equality-
certification-second-time-row/
[10]. What Are the Benefits of Diversity in the Workplace? Available: http://theundercoverrecruiter.com/benefits-
diversity-workplace/
[11]. Global Diversity and Inclusion: Fostering Innovation through a Diverse Workforce. Available:
https://images.forbes.com/forbesinsights/StudyPDFs/Innovation_Through_Diversity.pdf
[12]. Novid Parsi, Workplace Diversity and Inclusion Gets Innovative. Available: https://www.shrm.org/hr-
today/news/hr-magazine/0217/pages/disrupting-diversity-in-the-workplace.aspx
[13]. Matuska Ewa, Iminska Agnieszka Salek, Diversity Management as employer branding strategy: Theory and
practice. Available: https://frcatel.fri.uniza.sk/hrme/files/2014/2014_2_06.pdf
[14]. Derven Marjorie and Gundling Ernest Leveraging Diversity & Inclusion for a Global Economy; 2014, Page 06,
Association for Training and Development.
[15]. Anand Dr. Rohini; How Diversity and Inclusion Drive Employee Engagement.
Available:http://www.diversityinc.com/diversity-management/how-diversity-and-inclusion-drives-employee-
engagement/

AUTHOR

Jasleen Kaur did her Bachelors in Commerce (Delhi University) and then MBA in Human Resources
(New Delhi Institute of Management). She is UGC-NET (HR) qualified who has an experience of
working with private firms and as a lecturer in management colleges. She is currently working with JIMS
Kalkaji as an Assistant Professor.

Aditi Joshi did her Bachelors in Commerce (Deen Dayal Upadhyay Gorakhpur University) and then her
MBA in Human Resources from Birla Institute of Management (BIT, Mesra). She has experience both in
academia as faculty in Madan Mohan Malviya University of Technology and other management college
and in industry as well. She is currently working with JIMS Kalkaji as an Assistant Professor.

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