Workplace diversity refers to an organization employing a workforce comprised of individuals of various gender, religion, ethnicity, and sexual preference. Workplace diversity offers improved work productivity (Kapoor, 2011). The organization has faced challenges in workplace diversity with the communication gap due to cultural differences between the employees, conflict, and retention issues in workplace diversity by the HR specialist. Diversity discrimination and non-inclusive domain include gender diversity, representation of minority communities. A culturally diverse workforce has different norms, customs, and traditions among individuals. HR specialists face challenges in developing cultural synergy in the workplace. The dynamic workplace managers face issues with the implementation of workplace diversity in the organization. This report highlights the major challenges in workplace diversity and navigating strategies to navigate workplace strategies. The focus of report is on Facebook as an organization and its workplace diversity current timeline.
HR specialist face 3 major challenges related to workplace diversity are
3 strategies to improve the same are
Diversity implementation can result in aligning organization objectives and hiring talent pool
Facebook has faced sharp criticism for the lack of diversity in the organization. The recent diversity report reflected marginal improvement on the ear performance on the diversity quotient of the organization. The organization mapping shows marginal improvement in its year commitment to gender diversity as 36.9 from the past year 36.3% (INC 2018). It shows black and Hispanic marginally grew from the past year. The company has a 3% workforce as black shows the dominance of white national (CNBC, 2020). The lack of diversity in the tech companies reflects subconscious bias. The organization commits to doubling its diversity force in the next 4 years (CNBC 2020). The organization was shaken by the complaint received by black employees accusing Facebook of racial discrimination. The structural group identified the problem that the organization was unable to maintain diversity. It has a large base of users from the non-white communities but failed to practice diversity in the organization. The organization received backlash from community members on gender diversity issues with the exit of strategic partner Mark Luckie (INC, 2018). The reports showed racism against people of color directly impacting performance with Lucas exit significant on Facebook to optimize and make radical changes. The diversity program needs to be driven in company practice with performance metrics for an important consideration. The representation of overall strength in minority communities helps in various ways. Structural issues in embracing diversity and reducing unfair retention have been key issues that have been echoed.
Facebook can adapt to training programs to raise awareness about subconscious bias. Technological and job recruitment based on career support pre- measures for hiring a diverse pool of candidates. Using a data-driven approach to identify a barrier to diversity and leadership inclusion program will help Facebook develop diverse organizations and change its parameter in the coming year. Adapting hiring strategy through removing stereotypes will attract new talent and awareness for looking beyond the traditional pool to drive value to the organization. HR specialist for recruiting talent in the managerial roles should create a stronghold on diversity as commitment and instead of including numbers to measure growth. Facebook for its tech space and structured role should develop employee resource groups, and measuring top management in key decisions through employee engagement score. The training base and group program will provide a common platform for safe and inclusive programs. Developing change in hiring practice as a conscious aim to recruit for equal representation from the underrepresented communities will bridge the gap.
A diverse workforce through holistic management and change in the current process will transform workplace diversity challenges and empower organizations. The organization will have to develop a multi-faceted approach to embrace diversity and adapting to challenges Facebook as a major tech firm has witnessed ineffectiveness in its diversity metrics. Implementation of subconscious bias training will aid the company in its aim to double the representation in the next 4 years. Combined capabilities through providing structural condition by encouraging flexible work policies, gender participation in meetings, and unilateral performance structure for employees. The capability approach through individual and organization values will improve working conditions to attract gender diversity and equality in the organization. Diversity implementation challenges and enforcing diversity as an initiative Performance evaluation and gender job segregation at entry-level positions constraint opportunities for women is critical. Benevolent sexism gender prejudice causes harassment and creates notions for women as a stereotyped in job roles.
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