Critically discuss the business case for diversity and inclusion by Essay

Critically discuss the business case for diversity and inclusion by drawing on academic theories, research evidence and practice - Essay Example In addition, the business rationale behind embracing a diverse workforce will be also underlined. Finally the popularity and benefits that an organization draws for having diverse and inclusive workforce will be portrayed. The discussion section will illustrate the effect of diversity and inclusion on the factors such as -corporate success, profit, innovation, risk, creativity, individuality, experience and personality of employee. Also some of other aspects of diversity an inclusion will be underpinned. The management of diversity at the micro level, macro level and meso level will be also discussed. Furthermore, challenges pertaining to the implementation of diversity will be also examined. Based on the findings from different sources, a conclusion will be drawn that will mark the importance and benefits of a having a diverse and inclusive workforce. Finally some suggestions for managing and encouraging diversity in an organization will be provided. Background There will be only fe w people in this world who will disagree with the fact that positive relationship with colleagues and having respect for each other promotes better working environment and results in higher productivity. A number of organizations around the world proudly exhibit their espoused values like teamwork, individual dignity, integrity and respect among the employees (Bailne, 2007, p.2). They also have a sense of harmony throughout the organization. However there are also organizations which face several complexities in maintaining the workforce and internal harmony. The employees of those organizations are faced with large number of obstacles in carrying out their day to day activities. These issues do not arises for less qualification or low performance levels, rather it generates for some group membership activities. Several scholars stresses on the fact that the only way to curb such occurrences is implementation of workforce diversity and creating an inclusive workforce. Organizations should try their level best to embrace diversity in their human resources. Thus considering the present business environment there is a need for a shift in paradigm for the way organizations look towards the subject of creating and maintaining a diverse and inclusive workforce. Defining Diversity Diversity is a broader aspect. From the perspective of human resource of an organization, diversity signifies having employees from different segments of the society. It is therefore defined as the element or aspect which is being used by the organizations to differentiate people and group from each other. This comes in the form of national origin, religion, age, gender, sexual orientation, ethnicity, education and disability. Nevertheless diversity in an organization does not remain constrained with those elements only. It also takes into account life style, working experience and culture. Hence diversity is considered as a ‘big idea’ or a ‘big thing’ in a society as well as in a business venture. Moreover, it help organizations to embrace large variety of people within the system (Gatrell and Swan, 2008, p.3). Defining Inclusion Inclusion is the