Workforce Diversity Management Implementation: A recommendation for Company X

Diversity as a topic is wide with various areas to cover, which is why this thesis focuses on work-force diversity management implementation. The aim of this thesis is to highlight and explore how workforce diversity management can be implemented in a growing organization. It aims to exam-ine the meaning of the concept of diversity and its management, what sort of practices to devel-op, and diversity initiatives to engage while promoting workforce diversity in an organization. For this thesis, three companies (two online companies and one company from Finland) were chosen to be used as benchmarks for company X, which is about to implement workforce diversity man-agement within its organization. The research method engaged in this thesis is the qualitative research approach, using both pri-mary data through interviews and secondary data via online material, books, articles, and jour-nals. This method was deemed suitable for the study because it allows for the opportunity to gain a deeper understanding of the research problem. Through previously formulated theories and concepts, considering a spectrum of perspectives of various stakeholders in the discourse of di-versity in order to bring to light how an enterprise can implement and harness the rich benefits of a diverse workforce. The research results indicate the understandings and procedures that are needed to manage workforce diversity in an organization successfully. The results further show that managing work-force diversity involves many factors, among which are, good and clear communication of the organization policies and procedures, operating open-door policies, and developing ways to ad-dress diversity issues. The work also shows that workforce diversity impacts on organizational development positively or negatively based on how it is being managed in conjunction with the level of competency of the people managing it. Among workforce diversity benefits are, for in-stance, customer satisfaction, access to diverse perspectives, innovation, access to new markets and better decision making. However, diversity practices or measures need to be developed to achieve these benefits and fulfill organizational goals. In conclusion, the thesis shows that for diversity implementation to work, it needs to be supported by the top echelon of the organization and it must be linked to the other elements mentioned in the research. It must be borne in mind that the process of implementation can be tough and so, perseverance and consistency are needed. In addition, it is not a one-time engagement but a continuous process. The existence of no single format to successfully implement diversity initia-tives gives the responsible authorities the capacity to shape the general procedures to meet the organizational dynamics and determine what will work best for the organization