Research Methodology - Diversity Problems and Solutions - Final

DIVERSITY IN THE WORKFORCE 1
Opal Ruiz
Research Methodology
International College of the Cayman Islands
Professor Dr. Alicia Law
March 26th, 2017

Abstract
Workforce diversity is a complex phenomenon which can result in significant organizational
benefits. However, workforce diversity can also result in substantial problems and challenges to
the organization and its employees when diversity in the workforce is not managed effectively.
This problem solution essay provides a detailed analysis of the concept of workforce diversity
and its implications for the organization and its employees. This essay will also discuss some of
the various organizational benefits which can be derived from effective workforce diversity
management. Furthermore, based on the literature review, this essay will discuss the various
issues and challenges that may arise within the organization when workforce diversity is not
properly managed. The theoretical framework for this problem solution essay is based upon
Roosevelt Thomass theory of workforce diversity. Methodologies used include an in-depth
literature review of workforce diversity scholarly articles and an online survey completed by
persons employed in the local Cayman Islands workforce. Furthermore, this essay will explore
scholarly and empirical research findings on workforce diversity and its associated benefits,
challenges as well as solutions for effectively managing workforce diversity. Lastly, the
researcher will also recommend solutions and strategies for effectively managing workforce
diversity based upon information divulged from the literature review and the online survey data.
Introduction
As indicated by Gidwani (2012) workforce diversity refers to the collective
characteristics of the organization's employees in relation to race, gender, age, sexual orientation,
religion, disability, culture, education, tenure, and class among other characteristics.
Organizations are becoming more diverse and this can create opportunities as well as challenges
within the work environment. This is where the concept of managing workforce diversity comes
into play. According to Gidwani (2012), the concept of managing workforce diversity is
concerned with recognizing the relationship between effective human resource management and
improved organizational performance and proficiency. The problem is that while diversity can be
beneficial when diversity is not properly managed in the workforce it can result in adverse
impacts on the organization and its employees. This view is also supported by Gidwani (2012)
who states that diversity can be beneficial for organizational development only when diversity is
appropriately managed and there is a sense of coherence among all of the organization's
stakeholders including employees and managers. Therefore, diversity can enable significant
organizational benefits, however, in order for organizations to obtain the desired benefits it is
essential for workforce diversity to be managed effectively.
Introduction continued
Effective diversity management is concerned with efficiently managing the workforce
with respect to the diverse needs of all employees. As indicated by Gidwani (2012) in order to
effectively manage workforce diversity it is important for the organization to create and maintain
a supportive organizational environment where all employees have the opportunity to be efficient
and contribute to the organization irrespective of their diverse characteristics. Although diversity
can enable various organizational benefits, having a diverse workforce can also create challenges
within the organization. In this regard, Ma (2010) states that although empirical scholarly
research has shown that employee demographic diversity dimensions may negatively impact
organizations, empirical research also suggests that such negative impacts can be circumvented
through the utilization of effective workforce diversity management. This indicates that such
negative impacts can be disruptive and counterproductive to the organization and its employees;
however, organizations can overcome such workforce diversity challenges via effective
workforce diversity management. Hence, this problem solution essay seeks to provide an
overview of workforce diversity and its associated implications including challenges and
benefits. Additionally, this problem solution essay will propose solutions for effectively
managing workforce diversity in order for the desired organizational benefits to be achieved.
Problem Statement
The problem is that when workforce diversity is not properly managed it results in
problems, challenges and undesired impacts on the employees and the organization as a whole.
History and Overview of the Problem
Although workforce diversity can enable significant organizational benefits; when
workforce diversity is not effectively managed it results in negative impacts on the organization.
Therefore, the researcher proposes that the underlining issue with inefficient diversity
management is that the organization is at a disadvantage as the organization is not able to obtain
the desired benefits of workforce diversity, hence the organization it not able to reach its full
potential or maximize productivity. According to Foma (2014) managing workforce diversity in
accordance with traditional workforce diversity practices can create personnel related problems
within the organization. Additionally, there are various challenges related to workforce diversity
as well as concepts for effectively managing workforce diversity (Foma, 2014). For example, it
is important for organizations to realize that organizational benefits cannot be obtained by just
merely having a diverse workforce (D'Netto, Shen, Chelliah, & Monga, 2014). Furthermore, if
workforce diversity is not effectively managed it will potentially result in adverse impacts within
the organization such as decreased morale, increased turnover rates, significant communication
issues and other workplace conflicts (Zenger and Lawrence 1989; Jackson et al. 1991; Tsui,
Egan and O'Rielly 1992; Jehn, Neale and Northcraft 1999; Roberson and Kulik 2007). In support
of this Hansen (2003) states that advantages of diversity in the workforce are only obtained
through effective diversity management practices, strategies, and policies that enable the
organization to benefit from its diverse workforce.
History and Overview of the Problem continued
As mentioned by Ayub, Aslam & Razzaq (2013) effectively managing workplace
diversity refers to developing, implementing and maintaining policies and practices within the
organization in order to manage employees in a way that the potential challenges of diversity are
reduced while its potential benefits are maximized. Furthermore, effective diversity management
has major legal, ethical, and economic implications for the organization (Ayub et al., 2013).
Therefore, the problem is not diversity in itself; rather the issue is in correlation to the various
challenges of managing, integrating, and utilizing the organization's diverse workforce in an
effort to obtain organizational objectives (Pless & Maak, 2004). In addition, Reddy and
Gizachew (2014) advised that there are various factors which impact and determine the problem
of managing multiculturalism and diversity in an organizational environment.

Literature Review
The Theoretical Framework
The theoretical framework for this problem solution essay is based on Dr. Roosevelt
Thomass theory of workforce diversity (Ma, 2010). Dr. Roosevelt Thomass philosophy of
managing workforce diversity implies that managing workforce diversity refers to a complex
process of creating a work environment that is suitable for all employees (Ma, 2010). Thomas
was one of the first scholars to utilize an inclusive definition of diversity in the workforce;
furthermore, Thomas's work was fundamental in advancing workforce diversity philosophy
beyond the initial equal employment opportunity and affirmative action categories (Kreitz,
2007). In Thomas's revolutionary work, Beyond Race and Gender, it is argued that in order to
successfully manage workforce diversity, organizations must realize that factors such as race and
gender are only two of many diversity characteristics (Kreitz, 2007). Therefore, Thomas's theory
implies that leaders and managers should develop diversity initiatives to include various other
diversity characteristics and dimensions (Kreitz, 2007). Thomas's model of workforce diversity
management is based on inclusiveness and is defined as an inclusive managerial process for
creating a suitable work atmosphere for all staff members (Kreitz, 2007).
Furthermore, Thomas also developed a framework for effective diversity management
policies (Ma, 2010). Thomas's framework implies that the organization should identify its
intentions and aspirations for diversity initiatives, as well as describe pertinent diversity notions,
identify the meaning of workforce diversity, develop a long-term approach to managing
workforce diversity, analyze the organizational culture to determine key elements that impacts
the organization's philosophy of diversity management, include supervisors and managers,

determine appropriate problems to be addressed, create an plan for action and change, accentuate
awareness, and continue developing affirmative action plans (Ma, 2010). In Thomas's
breakthrough article "From Affirmative Action to Affirming Diversity," he facilitated the
transition of workforce diversity management to move beyond the scope of gender and race (Ma,
2010). Accordingly, Thomas's model of diversity states that diversity management should
incorporate managing all diversity characteristics and dimensions, such as background, age,
personality, job function and educational qualifications among other characteristics (Ma, 2010).
Moreover, Thomas argued that diversity management should be a strategy utilized by managers
to develop an atmosphere where all employees have the opportunity to maximize their potential
and no employee is disadvantaged (Ma, 2010).
Overview of Diversity in the Workforce
The dramatic increase in globalization and internationalism has caused an increase in
workforce diversity in most western countries (Shen, D'Netto, & Tang, 2010). According to
Forma (2014), workforce diversity can be defined as differences in employee characteristics as it
relates to gender, values, beliefs, age, physical ability, ethnicity, race, sexual orientation,
religion, and lifestyle, among other differences. Workforce diversity can result in benefits such
as increased innovation; conversely it can also result in challenges such as communication
issues, diversity training costs, as well as other issues, consequently, effective diversity
management has substantial implications for organizations, managers and employees
(Florkowski 1996; Roberson, Kulik and Pepper 2003; Kossek, Lobel and Brown 2005). What's
more, effective human resource diversity management can enable organizations to minimize the
adverse impacts of diversity and can also help organizations to benefit from having a diverse
workforce (D'Netto et al., 2014).

As indicated by Prasad (2012) diversity creates advantages as well as disadvantages, due
to the fact that diversity drastically impacts the organizational culture. Hence in order for
organizations to obtain the desired benefits of diversity, the organization has to properly manage
various problems such as conflicts among employees as well as management (Prasad, 2012). As
a result of this, it is important for the organization to have proper human resource management
practices and policies in order for the organization to effective manage workforce diversity
(Prasad, 2012). As reported by Prasad (2012) effective diversity management means facilitating
the diverse workforce to perform at an optimum level where all employees have equal
opportunities within the work environment. Furthermore, Rawat and Basergekar (2016) state that
organizations and human resource management professionals have acknowledged the need for
organizations to implement effective diversity management strategies in order to overcome
barriers to diversity and reap the associated rewards of workforce diversity.
Benefits of Effective Workforce Diversity Management
When diversity is appropriately managed organizations can obtain the desired benefits of
having a diverse workforce. As reported by Reddy and Gizachew (2014) when organizations
employ persons from diverse backgrounds it enables the organization to have a distinct
competitive advantage over other organizations. This notion is also supported by Sabharwal
(2014) who states that recruitment practices that are geared towards employing persons from
diverse backgrounds enable a competitive advantage which translates to increased organizational
performance. Furthermore, managing and valuing diversity in the workforce is concerned with
developing and maintaining a work environment that acknowledges and respects the differences
and unique contributions of all employees thereby generating an atmosphere that fully utilizes
the potential and talents of all employees.

Benefits of Effective Workforce Diversity Management continued
As previously mentioned, workforce diversity can enable various benefits to the
organization and its employees. According to Hiranandani (2012) effectively managing
workforce diversity enables various organizational benefits such as decreasing employee
turnover and absenteeism, attracting talented employees, improving innovation and creativity,
shifting attitudinal perceptions, as well as implementing and maintaining improved employee
inclusion across the organizational structure. In addition, having a diverse employee workforce
can allow an organization to capitalize on talent development, creativeness, and innovativeness,
which ultimately translates to higher profits and a positive company image for a successful
organizational enterprise (Ma, 2010). Moreover, Ma (2010) states that when workforce diversity
is properly managed it can lead to many organizational advantages including improved
understanding and communication between employees, retention of talented employees,
sensitivity and awareness to demographic and social changes, improved organizational
environment along with increased sales, performance, and profits.
Solutions to Improve Workforce Diversity Management
As reported by Prasad (2012) in order to effectively manage workforce diversity the
organization must ensure that policies are in place to support the consistent growth and
expansion of workforce diversity by merging the perceived and actual differences among
employees to maximize productivity. In addition, the effective management of workforce
diversity is in relation to the concept of the inclusion of all employees in informal networks and
formal organization programs in an effort to circumvent discrimination against majority groups
in the work environment (Prasad, 2012). According to Prasad (2012), effective diversity
management recognizes the importance of valuing the contributions from employees of diverse
backgrounds, who are able to enhance international competitiveness and productivity. Moreover,
Prasad (2012) states that effective workforce diversity management also creates and maintains an
equitable balance in organizational recruitment practices by adhering to equal employment
opportunity legislation against based on gender, age, disabilities, race, ethnicity, etc.
Solutions Managing Diversity via Workforce Diversity Management Initiatives
As indicated by Foma (2014) one philosophy dictates that, before an organization can
implement a workforce diversity management strategy, the organization must first obtain a
concise understanding of what it actually means to manage workforce diversity. This philosophy
states that some organizations are still fixated on dated models of workforce diversity
management, which are focused on social justice problems such as those that are concerned with
race or gender (Foma, 2014). However, modern models of diversity management now place
emphasis on creating and maintaining a work environment that embraces the talents and
differences of all employees (Foma, 2014). It is important to note that this model is also
consistent with the theoretical framework of Roosevelt Thomass philosophy of diversity
management. Furthermore, it is important for organizations to invest in resources for diversity
management in an effort to be prepared to handle the challenges that are associated with having a
diverse workforce (Foma, 2014). Furthermore, "A strategy must be created and implemented to
create a culture of diversity that permeates every department and function of the organization"
(Greenberg, 2012).
Solutions Managing Diversity via Official Diversity Assessment / Evaluation
According to Foma (2014), Greenberg advises of two recommendations that organizations

should adopt in order to effectively manage workforce diversity. These recommendations include
conducting an official assessment and consequent implementation of diversity management
practices within the work environment (Foma, 2014). The first step is for the organization to
conduct an in-depth assessment and analysis of diversity within the organization (Foma, 2014).
As reported by Foma (2014) both assessment and evaluation of diversity management practices
is a fundamental aspect of the organization's management structure. Conducting an official
assessment of the organization's workforce diversity management policies can enable the
organization to detect issues and challenges and can also help the management team to determine
what policies should be removed or added (Foma, 2014).
Solution - Managing Diversity via Human Resource Management
According to D'Netto et al., (2014) organizations can manage diversity through the
adoption and utilization of effective human resource practices. As mentioned by D'Netto et al.,
(2014) workforce diversity problems can only be solved and the desired advantages obtained
only through the implementation and utilization of effective diversity management practices. In
order for diversity management to be effective, it must be integrated with the core human
resource practices of the organization (D'Netto et al., 2014).In support of this, D'Netto et al.,
(2014) state that empirical evidence supports the notion that there is a positive correlation
between human resource diversity management policies and the work attitudes and behaviors of
employees. Hence, this indicates that diversity in the workforce can be managed by the
organization's HR diversity management policies.
Solutions Managing Diversity via Effective Human Resource Management Practices
Effective workforce diversity management can be accomplished by using a combination of

human resource diversity management practices that are in relation to proper recruitment and
selection, training and development, performance appraisal, as well as reward and compensation
(D'Netto et al., 2014). According to D'Netto et al. (2014), diversity management via the
utilization of policies, practices, and HR functions, can enable the organization to generate and
maintain a sustainable competitive advantage. Therefore, organizations should develop practices
and policies that are geared towards contributing to the social integration of all employees, which
allows employees to feel more valued and included (D'Netto et al., 2014). In addition, in order
for organizations to improve the operational functioning of diverse workforces, it is important for
the organization to provide adequate diversity training to both minority and majority employees
(D'Netto et al., 2014). Therefore, in order for organizations to effectively manage workforce
diversity, organizations should incorporate diversity management practices across all human
resource functions including recruitment and selection, training and development, performance
appraisal, as well as reward and compensation.
Solutions Managing Diversity via HR Approaches Diversity Enlargement
According to Rewat and Basergekar (2016), there are four HR approaches to diversity
management which organizations can use to better manage workforce diversity. The four HR
approaches to managing workforce diversity include diversity enlargement, diversity sensitivity,
cultural audit, as well as a strategy for achieving the organizational outcome (Rewat &
Basergekar, 2016). The first HR approach to managing workforce is known as diversity
enlargement (Rewat & Basergekar, 2016). This solution is focused on improving workforce
diversity by improving the ratio of employees from various cultural and ethnic backgrounds
(among other diversity characteristics) within the work environment (Rewat & Basergekar,
2016). As indicated by Rewat and Basergekar (2016) the hypothesis of this approach is that new
employees will adhere to current organizational practices hence no further intercession will be
required. The diversity enlargement approach to managing workforce diversity indicates that the
increased number of employees from varied backgrounds will translate into a cultural
transformation that will realize the desired organizational benefits (Rewat & Basergekar, 2016).
Solutions Managing Diversity via HR Approaches - Diversity Sensitivity
As stated by Rewat & Basergekar (2016) the second HR approach to managing
workforce diversity is known as diversity sensitivity. Diversity sensitivity approach
acknowledges the challenges which are encountered when there are different employees from
diverse cultures and backgrounds in the organization (Rewat & Basergekar (2016). According to
Rewat and Basergekar (2016), this approach aims to mitigate these challenges through the
utilization of diversity training programs which objectives are to sensitize employees to
discrimination and stereotyping while simultaneously encouraging collaboration and
communication. The hypothesis of this approach is that enhanced knowledge and sensitivity to
differences among employees will improve communication/collaboration and ultimately
performance (Rewat & Basergekar, 2016). While this may be the case in most instances, in some
scenarios, predominantly in cases when the diversity training is not connected to the
organization's initiatives and goals and is not reinforced by the organization's long-term
strategies, it can result in negative impacts as opposed to the desired benefits (Rewat &
Basergekar, 2016).
Solutions Managing Diversity via HR Approaches - Cultural Audit Approach
The third HR approach to managing workforce diversity is known as the cultural audit
approach (Rewat & Basergekar, 2016). This appears to be a beneficial approach to managing
workforce diversity as it aims to identify the barriers that restrict the development of employees
from diverse backgrounds and that limit the communication and collaboration of such employees
(Rewat & Basergekar, 2016). The cultural audit is typically conducted by external consultants
who gather data through the use of focus groups and surveys (Rewat & Basergekar, 2016). The
data that is derived from the focus groups and the surveys are then used to determine the areas in
which minority group employees feel they are restricted from performing to their highest
potential (Rewat & Basergekar, 2016).
Solutions Managing via HR Approaches, Strategy for Achieving Organizational Outcome
The fourth and final HR approach that is beneficial in managing workforce diversity is
referred to as strategy for achieving the organizational outcome Rewat and Basergekar (2016).
According to Rewat and Basergekar (2016) managers can use this strategy to detect/recognize
the relationship between diversity management objectives and the desired organizational and
employee outcomes. Furthermore, strategic organizational decisions are viewed in relation to
external environmental factors including labor pool composition, the international economy, as
well as various legislation and government regulations (Rewat & Basergekar, 2016). In addition,
Rewat and Basergekar (2016) reports that evaluating the external environment can enable the
organization to identify the benefits it aims to obtain from its diversity management practices and
how such practices are connected to the overall organizational strategy.
Solutions Managing via Strategic HR/DEMS (Diversity & Equality Management System)
As indicated by Fernando, Pedro, and Gonzalo (2013) workforce diversity presents
significant challenges for human resource management practices in modern organizations.
Fernando et al. (2013), states that effectively managing a diverse workforce requires a complete
alteration of the organization's human resource management policies and practices. In addition,
Fernando et al. (2013) state that it is still important to determine how various diversity
management policies can be incorporated into a strategic human resource structure. However, in
such cases, the diversity management policies should not be intended as separate initiatives, but
rather as aspects of the intergraded human resource management structure (Fernando et al.,
2013). Moreover, the concept of a DEMS or a diversity and quality management system is a
multidimensional system which consists of official policies for managing workforce equality and
diversity in consideration to promotion, training, recruitment, and compensation packages
(Fernando et al., 2013).
Solutions Managing via Diversity Strategic Human Resource Policies
Therefore, when an organization is designing strategic human resource policies for
managing workforce diversity, it is essential for the organization to evaluate and clearly
determine the types of workforce diversity aspects the company needs to manage (Fernando et
al., 2013). Moreover, as opposed to the traditional approach to managing workforce diversity
which is focused on pre-determined and prominent categories, it is recommended for
organizations to explicitly identify relevant aspects, based on their role in impacting the
organization and its employees (Fernando et al., 2013). Furthermore, research also indicates that
managing a diverse workforce requires a complete conversion of traditional diversity
management policies (Fernando et al., 2013).
Solutions Managing via Diversity HR Metrics to Measure Diversity Initiatives
According to Gidwani (2012), it has been a challenge for most organizations to
effectively measure diversity practices and initiatives. Measuring the results of diversity
management initiatives is difficult as the data that is required to measure diversity initiatives may
not have been collected (Gidwani, 2012). Some organization may use simple formulas to
interpret the efficacy of diversity practices into a measurable format. Additionally, human
resource metrics can provide various diversity factors which can be measured to demonstrate or
understand how workforce diversity impacts the organization (Gidwani, 2012).
Solution - Managing Diversity via Recruitment / Selection
Effective diversity management can be accomplished through the organization's diversity
management practices including the organization's recruitment and selection processes (D'Netto
et al., 2014). D'Netto et al., (2014) reports that effective diversity management practices in
relation to recruitment and selection are structured so that there is an equal employment
opportunity for prospective employees from all backgrounds. Furthermore, such diversity
management practices in the recruitment and selection process allow the organization to create a
positive corporate reputation and such organizations are also viewed as being socially
responsible (D'Netto et al., 2014). Furthermore, researchers have recommended various
strategies which can be used to manage diversity throughout the recruitment and selection
process, some of these strategies include anti-discrimination tactics, employment pool
demographic data analysis as well as having balanced selection panels which represent the
applicable ethnic groups (D'Netto et al., 2014). This information, therefore, suggests that having
effective recruitment and selection processes can assist organizations to effectively manage
workforce diversity.
Solutions Managing via Diversity Training and Recruitment

According to Gidwani (2012), recruiters should have a standard of best diversity policies
to follow and be able to translate these practices into the company's organizational culture. For
example, the recruitment team should outline and develop strategies for creating a wide range of
applicants in the recruitment pool (Gidwani, 2012). Moreover, organizations that have
successfully implemented diversity practices have been successful at developing diversity
training initiatives for their employees (Gidwani, 2012). Diversity training programs should be
implemented using a combination of external and internal resources and diversity training
initiatives should be developed in conjunction with employee input and research (Gidwani,
2012). Furthermore, effective diversity management encompasses developing an organizational
culture where all employees are supported and can be effective (Gidwani, 2012). In creating a
supportive culture it is essential for senior management to support diversity management as an
organizational goal and to include diversity practices in the organization's business strategy
(Gidwani, 2012). Additionally, diversity training programs should provide opportunities to
improve knowledge and understanding and also to enable an inclusive work atmosphere where
all employees fully contribute to the organization (Gidwani, 2012). Furthermore, strategies to
improve workforce diversity such as diversity training programs can be utilized to lend support
to other company objectives such as customer satisfaction, productivity, or retention (Gidwani,
2012).
Solution - Managing Diversity via Diversity Training
Another solution in which organizations can use to effectively manage diversity is the
implementation of effective diversity training and development programs (D'Netto et al., 2014).
According to D'Netto et al. (2014) diversity training and development can allow the organization
to manage workforce diversity by ensuring that all employees are provided with an equal
opportunity for training and development within the organization, in addition, the availability of
diversity training can improve diversity awareness among employees, thereby meeting the needs
of the organizations diverse workforce. As a result, the aforementioned indicates that effective
diversity training and development programs are a viable solution to assist organizations to better
manage workforce diversity.
Solutions Managing Diversity via Training, Inclusive Culture / Diversity Initiatives
Organizations can use difference strategies, approaches, and tools to improve workforce
diversity management. McLauren (2012) reports that strategies which can be used to improve
workforce diversity management include: diversity training for all employees, networking for
employees with similar diverse backgrounds, group learning sessions where employees can
interact and share values, beliefs, etc., create long-term goals for developing diversity practices
in appraisal and recruitment processes, encourage employees to express concerns about
discrimination or unfair treatment, and develop diversity training for the organization's
leadership/management team. According to Sabharwal (2014), one of the most vital influences
that can contribute towards effective workforce diversity management is developing an inclusive
organizational culture in which the organization's leadership/management team supports the
cultural and individual differences of the workforce. When the organization's leadership team
supports workforce diversity, the organization is able to make better use of the skills and talents
of all employees regardless of their age, gender, race, sexual orientation, and ethnic background
among other characteristics (Sabharwal, 2014).
Solutions Managing via Workplace Diversity Management Plan / Diversity Training
Organizations can effective manage workforce diversity by developing and implementing a

workplace diversity management plan (Foma, 2014). In order for the diversity management plan
to be effective, it is essential for the organization's managers and leaders to support the plan, as
well as to integrate diversity practices into all of the organization's functions (Foma, 2014).
According to Foma (2014) in order for the workforce diversity management plan to be effective,
the plan must encompass all departments and employees at all levels of the organization.
Furthermore, it is also imperative for organizations to provide affinity networking for all
employees as well as to integrate cultural training in the work environment, such training should
not only be provided to management level personnel, but also to all employees regardless of their
position and level of seniority within the organization (Foma, 2014). The availability of training
and education as it relates to cultural diversity increases employee awareness and helps
employees to respect and understand the cultural differences among each other (Foma, 2014).
Furthermore, cultural diversity training and education can enable employees to interact,
collaborate, and communicate with each other in order to accomplish organizational goals
(Foma, 2014). It is also essential for organizations to incorporate employment legislation with
regards to discrimination into the organization's diversity education and awareness training
programs (Foma, 2014). Furthermore, it is also essential to include employment laws regarding
discrimination in the workplace as part of the education and awareness diversity training
programs (Foma, 2014).
Solution - Managing Diversity via Performance Appraisals
According to D'Netto et al. (2014), another strategy for managing workforce diversity is
to incorporate effective diversity management in the performance appraisal process.
Accordingly, by incorporating effective diversity management practices in the personnel
appraisal process the organization can decrease the adverse impacts of stereotyping (D'Netto et
al., 2014). As mentioned by D'Netto et al. (2014) such diversity management performance
policies can reduce the likelihood of perceived or real stereotyping and discrimination of
employees from minority groups. Further to this, organizations can also manage workforce
diversity in an effective manner by ensuring that reward and compensation benefits are impartial
and that all employees are compensated in an unbiased manner (D'Netto et al., 2014). Hence,
organizations can effectively manner workforce diversity by ensuring that the personnel
appraisal, reward, and compensation systems are structured and carried out in a fair manner
throughout the organization's diverse workforce.
Solutions Managing via Diversity Inclusion
According to Gidwani (2012), inclusion and diversity go hand in and hand, inclusion, and
diversity refer to employees bring respected, valued, and supported. Additionally, inclusion
should be demonstrated within the organization's culture, in relation to relationships and policies
in order to support and facilitate a diverse workforce (Gidwani, 2012). Additionally, Gidwani
(2012), reports that there is no single approach to building a more diverse and inclusive
organization. Rather, each organization must identify a unique approach according to the
particular situation and specific needs of the organization (Gidwani, 2012). Furthermore,
workforce diversity theories and practices have evolved over the years from the initial emphasis
on representation and legal compliance to inclusion and using diversity for organizational
objectives (Gidwani, 2012).
Solutions Managing Diversity via various Diversity Management Initiatives
Reddy and Gizachew (2014) state that there are various steps that an organization could
undertake to manage workforce diversity as it relates to multiculturalism. In order to effectively

manage workforce diversity, particularly multiculturalism the organization's selection, and
recruitment processes must be based on performance (Reddy & Gizachew, 2014). In addition,
the organization should ensure that all employees are provided with training and development in
relation to cross-cultural differences (Reddy & Gizachew, 2014). Furthermore, the organization
should also determine how the mission, vision, and values and organizational structure
undermine or contribute to the efficient use of the skills and talents of all employees in the
organization (Reddy & Gizachew, 2014).
Moreover, all HR approaches to managing workforce diversity should be viewed on a
range, beginning with equal employment opportunity regulations which dictates that it is illegal
to discriminate against employees or prospective employees; to affirmative action policies which
state that organizations need to make positive actions to make sure that all employees are
provided with equal opportunities within the work environment; and ultimately managing
workforce diversity in a proactive manner in order to promote a heterogeneous and diverse
workforce (Rewat & Basergekar, 2016). Furthermore, organizations can also implement
supportive policies with encompass trust development and opportunities for employees to
interrelate and communicate outside of the traditional work environment so that employees can
feel more comfortable interacting, and lastly the organization could acknowledge and recognize
events, festivals, and days that are special to the employee's culture (Rewat & Basergekar, 2016).
According to Hunt (2016) organizations are unable to effectively manage gender
inequality by merely concentrating on only HR practices such as management training programs

or altering staffing methods. Instead, organizations should focus on the entire employment life
cycle of the organization (Hunt, 2016). Furthermore, Hunt (2016) also states that improving
workforce diversity requires the organization to address a wide range of talent acquisition factors
that cause bias. As reported by Prasad (2012) the mission, vision, values, procedures, norms and
policies should establish an organizational culture that is demonstrated in various perceptions
that are also adaptable to various values, beliefs, and communication styles of the diverse
workforce. As mentions by Foma (2014) workplace diversity will continue to be a perpetual
factor in the workforce, hence organizations will need to develop more effective diversity
management policies and procedures in an effort to better accommodate changing workforce
dynamics. Moreover, in order to effectively manage workforce diversity; organizations will need
to develop a diverse work environment (Foma, 2014).
Solutions Managing via Workforce Diversity Management Initiatives
According to Gidwani (2012), effective diversity management translates to improved
talent attraction and retention, talent maximization, improved creativity, improved innovation,
improved intellectual diversity, in addition to increased performance and productivity. In
addition, in order for workforce diversity to be efficiently managed it is essential for the
organization's management team to be committed, and also for appropriate training to be
provided, as well as extensive knowledge on organizational and HR practices, in addition there
must also be a common understanding among all stakeholders that managing diversity is not
simply a issue to be resolved but rather an enduring and continuous process (Gidwani, 2012). As
mentioned by Gidwani (2012), although some diversity practices are explicit to each company,
there are definitive strategies which can be appropriate initial points for managing workforce
diversity for many organizations. The objective of such practices is to develop an organizational
culture that fosters inclusiveness (Gidwani, 2012). Furthermore, it is important for managers and
leaders to realize that in order for diversity management to successful, it must be linked with the
organization's strategic goals, plans, as well as organizational decisions.
Solutions Managing via Incorporation of Diversity in Organizational Policies
There are various solutions and strategies which can be implemented and adopted by an
organization to effectively manage workforce diversity. According to Ayub, Aslam, and Razzaq,
(2013) organizations can effectively manage workforce diversity by enshrining diversity
management practices with the organization's practices and policies. As mentioned by Ayub et
al. (2013) in order to better manage workforce diversity organizations should align diversity
policies with the organization's mission, vision, and values. Additionally, management practices
such as selection and promotion practices can also have an influence on diversity in the
workplace (Ayub et al., 2013). As a result of this organizations should ensure that hiring and
promotion practices are inclusive and provide equal opportunities for minority group's workplace
(Ayub et al., 2013). According to Ayub et al. (2013) managing diversity in an effective manner
refers to recognizing and acknowledging the valuable uniqueness of employees, it also enriches
management practices by encouraging inclusiveness and preventing discrimination. As a result,
organizations can use the aforementioned management practices to incorporate diversity
management in the organization's mission and management practices thereby improving
workforce diversity management.
Solution Managing Diversity via Total Quality Diversity Management
Total quality diversity management is a holistic solution to managing workforce diversity
(Reddy & Gizachew, 2014). As mentioned by Reddy and Gizachew (2014) all employees in the
organization should be provided with diversity training in order to educate and teach employees
how to appropriately deal with ethnic, cultural and knowledge diversity challenges. The first
dimension of total quality diversity management focuses on the employee; this aspect of the total
quality management approach is horizontal and is in relation to valuing and embracing the
differences of employees (Reddy & Gizachew, 2014). This is where training and development
programs on cultural awareness, conflict resolution, prejudice, and cross-cultural communication
are most beneficial (Reddy & Gizachew, 2014). The second dimension of the total quality
management model is concerned with the organization itself, this aspect is vertical, and focuses
on empowering and harnessing workforce diversity (Reddy & Gizachew, 2014). This aspect of
the total quality model places emphasis on not only the organizational culture but also the way in
which responsibilities are assigned in the organization, and also on the organizations thinking
systems (Reddy & Gizachew, 2014). As reported by Reddy and Gizachew (2014) this dimension
is fundamental to achieving the greatest level of change in the organization, however, change
must be more than surface level only. Therefore, workforce diversity can be effectively managed
by using a total quality approach to managing workforce diversity (Reddy & Gizachew, 2014).
Solutions Managing Diversity via Holistic Approach
According to Gidwani (2012) standoff solutions to managing workforce diversity
including focusing on diversity recruitment strategies only, or management directives such as
mandating all employees to participate in diversity training, do not create meaningful or long-
term change. In some cases, workforce diversity strategies were weakly planned, and lacked
specificity, and were not connected with the organization's strategic goals and plans (Gidwani,
2012). Furthermore, despite its strategic importance, the majority of diversity models implicitly
considers the workforce as a generic and homogeneous category and do not take into account
cultural differences among employees (Fernando et al., 2013). From this holistic viewpoint,
researchers have shown the importance of policies which are geared toward fostering equal
opportunities such as flexible working hours for all employees, work-life balance, and
intercultural training (Fernando et al., 2013). Also, empirical research has indicated the impacts
of such policies on the performance of diverse groups; however, the research has not explained
how such policies develop a human resource management strategy that is geared toward
diversity (Fernando et al., 2013).
Workforce Diversity in the Cayman Islands
Workforce diversity management is important not only on a global scale but also at a
local level as well. The importance of being able to effective manage diversity is of key
relevance to the Cayman Islands. This is because the Cayman Islands have a very diverse
workforce encompassing various backgrounds, nationalities, and cultures. As mentioned by
Markoff (2011) the workforce of the Cayman Islands is very diverse and represents over 110
nationalities. This diversity adds to the value of the Cayman Islands. However, this diversity can
also result in various challenges for local employees, managers, and organizations. According to
Markoff (2011), the Cayman Islands Government attempts to indirectly promote diversity in the
Cayman Islands through a series of Immigration Legislation Regulations which favor individuals
from a wider nationality base. As a consequence of this, the online survey on workforce diversity
in the Cayman Islands is was completed by individuals working in the local Cayman Islands
workforce.
Online Survey Results/Findings

This section consists of data particulars and interpretations of the data which were
derived from the online survey results (Surveymonkey.com). The researcher used an online
survey to solicit information on workforce diversity in the Cayman Islands, including solutions
for effectively managing workforce diversity. A total of 31 participants completed the online
survey. All participants are employed in the local workforce in both the public and the private
sector. The data obtained from the online survey will be interpreted by the researcher. The online
survey asked participates to rate potential workforce diversity solutions for effectively managing
workforce diversity. Participants were asked to voluntary participate in the online survey by
completing 10 survey questions. Participants were able to rate the proposed workforce diversity
management solutions by selecting one of five score metrics. The score metric selection options
included "strongly disagree", "somewhat disagree", "neutral", "somewhat agree", or "strongly
agree". In regards to the gender demographic of the survey participants, 80% of the participants
(or 24 participants) were female and 20% of the participants (or 6 participants) were male, and
one participant did not reveal his/her gender. In relation to the nationality demographic of the
survey participants, 80.65 % (or 25 participants) were Caymanian, 6.45% (or 2 participants)
were Jamaican, 3.23% (or 1 participant) was Canadian, with three participants selecting other
nationality, these participants were Barbadian, Caymanian/American, and Indian nationality
respectively. It is important to note that the complete online survey questions and responses are
listed in the appendix for further review.
Organizational Policies / Procedures that Discourage Discrimination Question
According to the survey, 40.74% (or 11 participants) believe that organizational policies
or procedures that discourage discrimination can be effective at managing workforce diversity.
In a similar manner, the data also shows that 33.33% of participants (or 9 participants) believe
that policies which discourage discrimination can be efficient in managing workforce diversity.
Therefore, a total of 74.07 % of participants (or 20 participants) either somewhat agree or
strongly agree that organizational policies that discourage discrimination can be effective for
managing workforce diversity. This indicates that there is somewhat of a positive relationship
between policies or procedures for discouraging discrimination and effectively managing
workforce diversity. On the other hand, a smaller number of participants either strongly disagree
or somewhat disagree that policies that discourage discrimination are not effective in managing
workforce diversity. Particularly, 7.41% of participants (or 2 participants) or 3.70% of
participants (or 1 participant) do not agree that policies geared towards discouraging
discrimination are effective in managing workforce diversity. Lastly, 14.81% of participants (or
4 participants) selected neutral, therefore, these participants neither agree nor disagree that
procedures for discouraging discrimination are effective in managing workforce diversity.
Educating Employees About the various Benefits of Diversity Question
Participants were asked if they agree or disagree that educating employees about the
various benefits of diversity can enable the organization to effectively manage workforce
diversity. The survey reveals that 51.61% of participants (or 16 participants) strongly agree that
educating employees in regards to the various benefits of diversity can able the organization to
effectively manage workforce diversity. This is important as metric represents the highest
selection rate for this particular question. Furthermore, 29.03% of participants (or 9 participants)
believe that organizations can educate employees about diversity and its associated benefits as a
solution to effectively manage workforce diversity. On the contrary, 9.68% of participants (or 3
participants) and 3.23% of participants (or 1 participant) either somewhat disagree or strongly
disagree that educating employees about diversity and its benefits is not an appropriate solution
for effectively managing workforce diversity. Additionally, 6.45% of participants (or 2
participants) responded by indicating that they neither disagree nor agree that educating
employees of diversity benefits is an appropriate solution for managing workforce diversity.
Training Programs that Enhance Multicultural Understanding Question
According to the survey, a total of 43.33 % of participants (or 13 participants) and 40.00
% of participants (or 12 participants) either strongly agree or somewhat agree that training
programs that enhance multicultural understanding are an effective solution for managing
workforce diversity. This translates to a total of 83.33 % of participants or 25 of the 31
participants agreeing that diversity training programs can be an effective tool for enhancing
multicultural understanding and awareness and therefore is an effective solution for managing
workforce diversity. This is a significant finding as this demonstrates that the participants agree
that there is a positive relationship between diversity training programs and the organization's
ability to effectively manage workforce diversity. Conversely, the data also reveals that only
6.67% of participants (or 2 participants) do not agree with diversity training programs as an
effective solution for managing workforce diversity. While another 10.00 % of participants (or 3
participants) neither agree nor disagree with diversity training as an effective solution for
managing workforce diversity.
Recruitment Strategies which are designed to improve Diversity Question
The online survey also indicates that 38.71 % of participants (or 12 participants) strongly
agree that recruitment strategies which are designed to improve diversity within the organization
can improve workforce diversity management. Further to this, another 35.48 % of participants
(or 11 participants) indicate that they somewhat agree that recruitment strategies which are
designed to improve diversity within the organization can help to improve workforce diversity
management. These two categories represent the two metrics with the highest response rates for
a combined 74.19 % of participants (or 23 participants). Nevertheless, a few participants do not
feel that recruitment strategies that are designed to increase diversity in the organization are an
effective solution for managing workforce diversity. Specifically, 6.45 % of participants (or 2
participants) and 3.23 % of participants (or 1 participant) strongly disagree or somewhat disagree
with diversity recruitment strategies as an effective workforce diversity management solution.
Also, precisely 16.13% of participants (or 5 participants) neither agree nor disagree with
diversity recruitment strategies as an effective solution for appropriately managing workforce
diversity.
Align Diversity Management Practices with the Organizational Culture Question
In accordance with data from the online survey, 45.39% of participants (or 15
participants) strongly agree that when organizations align diversity management practices with
the organization's goals, mission, vision, and values, it can enable the organization to effectively
manage workforce diversity. This is an important observation as a similar correlation was also
observed by the researcher based upon finding from the literature review. Likewise, another
35.48 % of participants (or 11 participants) somewhat agree that when organizations incorporate
diversity initiatives within the organization's goals, mission, vision, and values, it can enable the
organization to effectively support and manage good workforce diversity management practices.
The aforementioned information is vital as it demonstrates that 83.87% of participants (or 26 of
the 31 participants) either somewhat agree or strongly disagree that incorporating diversity
initiatives in the organization's goals, mission, and vision is an effective solution for managing
workforce diversity. While only 6.45 % of participants (or 2 participants) strongly disagree with
incorporating diversity organizational goals, mission, and vision as an effective means for
managing workforce diversity.
Awareness of Workforce Diversity Practices or Policies Question
As a component of the online survey, participants were asked if they are aware of any
workforce diversity practices or policies that can be used by organizations to improve workforce
diversity management. The researcher was shocked to see that 77.42 % of participants (or 24 of
the 31 participants) responded by selecting "no", which indicates that they are not aware of any
diversity strategies for improving workforce diversity management. The researcher expected to
see a larger percentage of participants indicating that they are aware of diversity management
strategies that may be used by organizations. This could possibly imply that many local
employees are not aware of or lack knowledge thereof of workforce diversity practices and or
solutions. Nonetheless, 22.68 % of participants (7 participants) acknowledged that they are
aware of workforce diversity practices or policies which can be used by organizations to improve
workforce diversity management. Some diversity management policies or initiatives that
participants recommend, can be used by organizations are listed as follows: multicultural
training, training, seminars, applicable HR diversity policies, and inclusion policies, employee
welfare committee, and a system that peers new employees with existing employees with
different ethnic backgrounds to encourage interaction and integration among employees. It is
important to note that some of the recommendations provided by participants are consistent with
solutions highlighted from the literature review with including the implementation of an
inclusion and diversity policy, as well as multicultural training programs.
Workforce Diversity Issues are Prevalent in the Local Workforce Question

The final question of the online survey asked participants whether or not they feel that
workforce diversity issues are prevalent in the local workforce of the Cayman Islands. The final
question also asked participants to provide solutions that can be used to effectively manage
workforce diversity issues in the Cayman Islands. According to the survey, 68.97 % of
participants (or 20 participants) believe that workforce diversity issues are prevalent in the
Cayman Islands. On the contrary, 31.03 % of participants (or 9 participants) do not believe that
workforce diversity issues are prevalent in the Cayman Islands. The participants provided a total
of 15 solutions which can be used by organizations to effectively manage workforce diversity
issues in the Cayman Islands. One participant stated that regular training sessions should be
provided to all employees to in order to improve awareness and to discuss the various benefits of
diversity. As previously mentioned, diversity training is a solution that has been frequently
highlighted as a potential solution to managing workforce diversity in both the literature review
and the online survey responses. In addition, another participant advised that workforce diversity
issues can be addressed by designing policies that enable employees to embrace different
cultures and backgrounds. Furthermore, another participant stated that an independent governing
body that integrates employment laws with diversity best practices should be established to
address both public and private sector work related diversity matters. The researcher believes
that this is an intriguing recommendation/suggestion which appears to take a similar approach to
the Equal Employment Opportunity Commission also referred to as EEOC, which operates in the
United States. All recommendations and proposed solutions can be viewed in greater detail
within the appendix.
Discussion
In completing an in-depth literature review of workforce diversity including its meaning,
benefits, implications, and challenges, in addition to an online survey on workforce diversity
management; the researcher is now able to propose strategies and solutions which can be used by
organizations to ensure that workforce diversity is efficiently managed in order to minimize the
negative impacts on the organization and its employees and maximize the benefits. Throughout
the literature review, there were meaningful solutions to effectively managing workforce
diversity which was consistently discussed. Some of the solutions for managing workforce
diversity which was consistently discussed throughout the literature review include diversity
recruitment practices, incorporation of diversity in the organizational culture, support for
diversity initiatives by senior management, and diversity training programs. Therefore, the
researcher recommends that these solutions can be implemented and used by organizations in
order to improve workforce diversity management efficacy within respective organizations.
Consequently, there are various strategies and solutions that organizations could adopt to manage
workforce diversity. Based on the results of the online survey in conjunction with the literature
review some of the solutions for managing workforce diversity include but are not limited to
strategic HR diversity management strategies such as diversity and cultural training, diversity
recruitment and selection, inclusion initiatives, holistic approaches to diversity management such
as support from management/leadership team, and total quality management.
Solutions Recommend by the Researcher
The researcher proposes that in order for organizations to effectively manage workforce
diversity, organizations should design and implement effective diversity management practices
which should be assimilated with the organization's principal human resource policies and
practices (D'Netto et al., 2014). The researcher proposes that this is a reasonable solution as once
diversity initiatives are aligned with the organizations HR policies; this will enable the
organization to have a more cohesive approach to workforce diversity management.
Additionally, according to Foma (2014), one of the first steps that should be taken is for the
organization to have a concise understanding of what it actually means to manage workforce
diversity. The researcher believes that this is an important first step towards effectively managing
workforce diversity as if the organization does not have a proper understanding of the
fundamental principles of diversity management; the organization will not be successful at
managing workforce diversity due to the lack of understanding thereof. Furthermore, in order to
effectively manage workforce diversity, the organization should conduct an official assessment
and thereafter the implement the relevant diversity management initiatives within the
organization (Foma, 2011). The researcher also recommends that before a workforce diversity
policy is implemented the organization should analyze current diversity policies. This view is
also supported by Foma (2011) who states that prior to implementing the workforce diversity
strategy it is critical for the organization to conduct an official evaluation of the organization's
current diversity policies and practices as this can enable the organizations to detect/identify
issues, challenges, areas of weakness, and this can also help the management team to determine
what diversity strategies should be added or removed. Additionally, the researcher proposes that
policies and practices for managing the organization's workforce diversity should be
continuously and consistently revised as the organization continues to mature and evolve.
Solutions Recommend by the Researcher
The researcher recommends that organizations should utilize strategic human resource
management policies for effectively managing workforce diversity. Furthermore, when the
organization is designing such strategic human resource initiatives for managing diversity, the
organization should evaluate and identify the specific types of diversity practices the
organization needs to manage (Fernando et al., 2013). The researcher believes that this is a
feasible and cost-effective solution for the organization will only implement specific diversity
management policies which are based on the organizations unique diversity dimensions.
Additionally, the researcher believes that this is a cost-effective solution to managing workforce
diversity as the organization would only invest in relevant diversity policies and therefore not
invest funds into implementing policies that are not relevant to the organization. In addition, as
opposed to using traditional predetermined approaches to managing diversity, it is recommended
for the organization to explicitly identify pertinent areas, based on their impact on the
organization and its employees (Fernando et al., 2013). The researcher believes that the
aforementioned is a good solution to managing workforce diversity as the organization will only
focus on managing specific diversity dimensions that impact the organization. The researcher
proposes a holistic approach to managing workforce diversity such as the implementation of a
diversity and equality management system (DEMS). According to (Fernando et al.,2013), the
diversity and equality management system for managing workforce diversity consist of policies
and procedures in relation to the organization's recruitment, promotion, compensation, and
training programs. The researcher proposes the diversity and equality management system as a
solution for managing workforce diversity as it takes a holistic approach to the organization's HR
practices.
Researchers Solution Managing Diversity via Training Programs
The researcher proposes that organizations should use diversity training programs to
effectively manage workforce diversity. The researcher believes that diversity training programs
are an important tool that organizations can use to increase diversity awareness within the
organization. It is important to note that diversity training programs were commonly cited as a
solution for managing workforce diversity in the literature review and the online survey.
Furthermore, according to D'Netto et al. (2014), organizations can appropriately manage
workforce diversity by providing all employees with diversity training which can improve
cultural awareness among employees. Moreover, McLauren (2012) also mentioned that
organizations can utilize diversity training as a tool for improving workforce diversity
management. All employees should receive diversity training, including the organization's
management/leadership team (McLauren, 2012). Furthermore, diversity training programs
should be used by organizations to improve workforce diversity management as diversity
training improves awareness and helps employees to better collaborate, interact, and
communicate cohesively to achieve organizational goals (Foma, 2014). Therefore, diversity
training is an essential solution for managing workforce diversity by enabling organizations to
ensure that employees at all levels of the organization are educated and aware of the
organizations workforce diversity management policies and practices.
Researchers Solution Managing Diversity via Training Programs
As mentioned, the researcher proposes diversity training initiatives as an appropriate
solution for effectively managing workforce diversity. In addition, the diversity training
programs should also educate employees on how to properly deal with cultural and ethnic
diversity challenges (Reddy & Gizachew, 2014). It is recommended that organizations develop
diversity training programs in collaboration with feedback and input the employees (Gidwani,
2012). The researcher believes that this is an important and reasonable solution as it allows the
organization to obtain key information from employees in order to design diversity training
programs in a way that would be most meaningful for the employees. This is also a valuable
solution as it will allow the organization to obtain buy-in from the employees by soliciting their
input and contribution. This is a critical element to the success of the solution. According to
Gidwani (2012), diversity training programs which are management directives mandating
employee participation are not effective at creating long-term or meaningful change. Therefore,
in order for organizations to be able to effectively manage workforce diversity, organizations
should develop diversity training programs and other initiatives by collaborating employee
feedback in order to design effective diversity programs to meet employee needs.
Researchers Solution Managing Diversity via Recruitment
The researcher proposes that diversity recruitment and selection is an effective method
for managing workforce diversity. This view is also supported by D'Netto et al., (2014) who
reports that workforce diversity can be effectively managed via diversity management such as
recruitment and selection processes. Organizations can use recruitment practices which are
geared towards managing workforce diversity such as applicant pool demographic analysis and
designing recruitment panels in a well-balanced manner to represent the applicants employment
pool (D'Netto et al., 2014). The researcher supports this strategy for effectively managing
workforce diversity as this solution minimizes the potential for bias, discrimination and
serotyping in the recruitment and selection process. Therefore, having a well-balanced
recruitment panel can strengthen the recruitment practices and lead to more effective workforce
diversity management. According to Ayub et al. (2013), diversity management initiative such as
recruitment practices can improve diversity management. Consequently as reported by Ayub et
al. (2013), is it important for organizations to ensure that recruitment policies are inclusive and
enable equal opportunities for diverse employees. According to Gidwani (2012), the recruitment
team should also develop recruitment strategies for the organization to have a wide range of
diverse applicants in the recruitment pool. However, the organization should not use diversity
recruitment strategies as a single solution for managing workforce diversity Gidwani (2012).
Therefore, organizations should utilize diversity and recruitment policies in conjunction with
other diversity initiatives to effectively manage workforce diversity.
Researchers Solution - Management/leadership Support and Commitment
The researcher proposes that management and leadership support of diversity initiatives
can enable organizations to effectively manage workforce diversity. In the event that the
diversity initiatives are not supported by the organization's management, the diversity initiatives
will not be successful and the desired results will not be obtained. Additionally, one particular
solution to managing workforce diversity which was repeatedly discussed in the literature review
is that it is imperative for the organization's management to be committed and supportive of the
diversity initiatives. The researcher agrees that management support of diversity practices is a
practical solution for effectively managing workforce diversity. According to Gidwani (2012) in
order for workforce diversity to be properly managed, the organization's management team must
be committed and supportive of the diversity management initiatives. Furthermore, Foma (2014)
advised that in order for organizations to effectively manage workforce diversity, it is essential
for the organization's leaders and managers to support diversity initiatives and incorporate such
initiatives into the organization's core functions. Moreover, Gidwani (2012) states that in
developing an inclusive work environment it is necessary for the organization's management
team to support diversity management as an organizational goal and incorporate diversity
practices in the organization's business strategy. Therefore, the researcher recommends that
management/leadership support and commitment of diversity initiatives is an appropriate
solution to effectively managing workforce diversity.

Researchers Solution - Incorporating Diversity in Organizational Strategies & HR Policies
The researcher proposes that the incorporation of diversity management initiatives into
the organizational culture, HR policies, and business functions is an effective solution for
managing workforce diversity. According to Ayub et al. (2013) organizations can improve
workforce diversity management by integrating diversity initiatives with the organization's
policies and practices. Furthermore, in order for organizations to better manage workforce
diversity the organization's vision, mission, and values should be aligned with diversity
initiatives (Ayub et al., 2013). This is a feasible solution to managing workforce diversity which
is also supported by the results of the online survey. Additionally, organizations should develop a
culture of diversity that infiltrates all employees, departments, levels, and functions of the
organization (Greenberg, 2012). Furthermore, effectively managing diversity requires a complete
revision of the organization's human resource management policies and practices (Foma, 2014).
However, it is important to note that diversity strategies that are not linked to the organization's
strategic goals do not create long-term or meaningful change (Gidwani, 2012). Furthermore,
Rewat and Basergekar (2016) state that diversity training that is not connected to the
organization's goals and are not supported by the organization's long-term strategies can result in
long-term negative implications. Therefore, the researcher proposes in order for workforce
diversity management to be effective, diversity initiatives must be connected with the
organizations HR policies and long-term organizational strategies.
Summary of Researchers Proposed Solutions
The researcher, therefore, proposes that workforce diversity is complex and sophisticated
thus there is no one perfect solution to effectively managing workforce diversity. The researcher,
therefore, concludes that workforce diversity can only be effectively managed by using a
combination of various workforce diversity solutions. The combination of workforce diversity
management solutions proposed by the researcher consists of an evaluation of current diversity
practices, implementation of diversity training programs, adoption diversity recruitment and
selection processes, support and commitment from management for diversity initiatives, and the
incorporation of diversity into HR and organizational policies and procedures. Moreover,
organizations can effective manage workforce diversity by developing and implementing a
workforce diversity management plan (Foma, 2014). The researcher, therefore, proposes that
organizations should implement the proposed solutions (evaluation of current diversity practices,
implementation of diversity training programs, adoption diversity recruitment and selection
processes, support and commitment of management for diversity initiatives, and the
incorporation of diversity into HR and organizational policies and procedures) by utilizing,
developing, and implementing a workforce diversity management plan.
Conclusion
In conclusion, when workforce diversity is not effectively managed it results in
significant adverse implications for the organization and its employees. However, there are
various solutions which organizations can utilize in order to effectively manage workforce
diversity. Such solutions for effectively managing workforce diversity may include diversity
training programs, proper diversity recruitment practices, and support for diversity initiatives by
management, as well as the incorporation of diversity initiatives within the organization's culture
and strategies. Nevertheless, it is important for the organization to evaluate its current diversity
aspects in order to determine what steps and solutions would be most appropriate based on the
organization's unique characteristics. Furthermore, workforce diversity is complex can only be

effectively managed by using a combination of workforce diversity practices as thus there is no
one simple approach to workforce diversity management. However, the researcher recommends
standard diversity best practices as solutions for effectively managing workforce diversity:
including recruitment and selection, training programs, support from management, and
incorporation of diversity initiatives into the organizational culture and business strategies.
Moreover, ineffective diversity management negatively impacts the organization and its
employees. Therefore, if the solutions proposed by the researcher are adopted, organizations
would be able to effectively manage workforce diversity thus minimizing negative impacts and
maximizing positive benefits of diversity such as increased organizational performance and
profitability.
Limitations of Study
The data results and interpretation thereof of the online survey are limited to the local
workforce of the Cayman Islands. As a consequence of this, the data retrieved from this survey is
only a representation (not scientific) of the local workforce; therefore, it is not a representation of
workforce diversity in a general context. Additionally, in order for the survey data to be a more
accurate representative of the Cayman Islands workforce, the survey would need to be completed
by a larger quantity of participants employed in the local workforce. Additionally, all
participants were all personally known to the researcher; therefore, there is a possibility of biased
responses in the survey. This phenomenon is known as response bias. According to Leedy and
Ormrod (2016) response bias refers to the tendency of survey participants to inadvertently
provide inaccurate responses. In addition, the cost efficiency of the proposed solutions would be
based on the specific diversity elements of each organization. The cost of the proposed solutions
such as training etc. would be based on individual organizational characteristics such as the size
of the organization's workforce and unique diversity challenges to each organization.
Additionally, although the literature review provided various solutions and strategies for
effectively managing workforce diversity the associated cost of implementing such strategies
were not explored in any of the scholarly articles.

References
Ayub, A., Aslam, M.S., & Razzaq, A. (2013). Examining factors affecting diversity in the
workplace. Clear International Journal Of Research In Commerce & Management, 4(5),
136-138.
D'Netto, B., Shen, J., Chelliah, J., & Monga, M. (2014). Human resource diversity management
practices in the Australian manufacturing sector. International Journal Of Human
Resource Management, 25(9), 1243-1266. doi:10.1080/09585192.2013.826714
Fernando Martn Alczar, Pedro Miguel, R. F., & Gonzalo Snchez Gardey. (2013). Workforce
diversity in strategic human resource management models. Cross Cultural
Management, 20(1), 39-49. doi:http://dx.doi.org.ezp-
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Foma, E. (2014). Impact of workplace diversity. Review of Integrative Business and Economics
Research, 3(1), 382-410. Retrieved from https://search-proquest-com.ezp-
01.lirn.net/docview/1513215341?accountid=158672
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Hunt, S. T. (2016). Solving the really big problems of workforce management the Next
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doi:10.1177/0091026014522202
Appendix
Data from Workforce Diversity Management Survey


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DIVERSITY IN THE WORKFORCE 1

International College of the Cayman Islands

Professor Dr. Alicia Law

March 26th, 2017

Workforce diversity is a complex phenomenon which can result in significant organizational

Roosevelt Thomass theory of workforce diversity. Methodologies used include an in-depth

As indicated by Gidwani (2012) workforce diversity refers to the collective

essential for workforce diversity to be managed effectively.

Effective diversity management is concerned with efficiently managing the workforce

History and Overview of the Problem

Although workforce diversity can enable significant organizational benefits; when

potential or maximize productivity. According to Foma (2014) managing workforce diversity in

organization to benefit from its diverse workforce.

History and Overview of the Problem continued

As mentioned by Ayub, Aslam & Razzaq (2013) effectively managing workplace

challenges of managing, integrating, and utilizing the organization's diverse workforce in an

of managing multiculturalism and diversity in an organizational environment.

The Theoretical Framework

furthermore, Thomas's work was fundamental in advancing workforce diversity philosophy

management is based on inclusiveness and is defined as an inclusive managerial process for

Furthermore, Thomas also developed a framework for effective diversity management

identify the meaning of workforce diversity, develop a long-term approach to managing

the organization's philosophy of diversity management, include supervisors and managers,

breakthrough article "From Affirmative Action to Affirming Diversity," he facilitated the

and no employee is disadvantaged (Ma, 2010).

Overview of Diversity in the Workforce

The dramatic increase in globalization and internationalism has caused an increase in

Forma (2014), workforce diversity can be defined as differences in employee characteristics as it

as increased innovation; conversely it can also result in challenges such as communication

management has substantial implications for organizations, managers and employees

workforce (D'Netto et al., 2014).

As indicated by Prasad (2012) diversity creates advantages as well as disadvantages, due

organizations to implement effective diversity management strategies in order to overcome

barriers to diversity and reap the associated rewards of workforce diversity.

Benefits of Effective Workforce Diversity Management

diverse backgrounds enable a competitive advantage which translates to increased organizational

the potential and talents of all employees.

Benefits of Effective Workforce Diversity Management continued

As previously mentioned, workforce diversity can enable various benefits to the

organization and its employees. According to Hiranandani (2012) effectively managing

workforce diversity enables various organizational benefits such as decreasing employee

shifting attitudinal perceptions, as well as implementing and maintaining improved employee

can allow an organization to capitalize on talent development, creativeness, and innovativeness,

is properly managed it can lead to many organizational advantages including improved

understanding and communication between employees, retention of talented employees,

sensitivity and awareness to demographic and social changes, improved organizational

environment along with increased sales, performance, and profits.

Solutions to Improve Workforce Diversity Management

As reported by Prasad (2012) in order to effectively manage workforce diversity the

employees to maximize productivity. In addition, the effective management of workforce

formal organization programs in an effort to circumvent discrimination against majority groups

equitable balance in organizational recruitment practices by adhering to equal employment

Solutions Managing Diversity via Workforce Diversity Management Initiatives

consistent with the theoretical framework of Roosevelt Thomass philosophy of diversity

management. Furthermore, it is important for organizations to invest in resources for diversity

Solutions Managing Diversity via Official Diversity Assessment / Evaluation

According to Foma (2014), Greenberg advises of two recommendations that organizations

conducting an official assessment and consequent implementation of diversity management

is a fundamental aspect of the organization's management structure. Conducting an official

what policies should be removed or added (Foma, 2014).

Solution - Managing Diversity via Human Resource Management

organization's HR diversity management policies.

Solutions Managing Diversity via Effective Human Resource Management Practices