Organizational diversity in the workplace has been recognized as an employment equality issue. Although, diversity in the workplace can be a benefit in the success of an organization. Diversity goes beyond employment equality, it provides an environment that respects employee differences. Diversity nurtures an environment that values the differences and maximizes the potential of all employees. Diversity in the workplace is important in many ways. It is illegal not to hire an employee due to race, age, or sex. In order to create an organizational culture that supports diversity, you must have management commitment, education with training, and follow up evaluation.

First, you must adequately determine workforce and organizational needs for creating a diverse workplace. Find out what employees are concerned about. Management can form focus groups . The needs and expectations of a diverse workforce vary by organizational and functional levels. You may determine if the organization has trouble hiring employees that would add to the diversity. In an organization with diversity, which, if any, areas of the workforce are being treated inappropriately. Has the organization impressed

According to Newstrom (2000), “managers should work toward balance between short and long-term thinking, listening and speaking. Similarities and diversity need to coexist as well. It is time to listen to others, to listen to ones self, and to challenge the imbalances existing today” (p. 230). Building a truly effective diversity program requires a comprehensive, long-term commitment from administration, human resources, managers, and employees. Creating an organizational culture that supports workforce diversity involves several elements. The needs and expectations of both the employee and the organization must be evaluated, to ensure the success of the program. Diversity is more than a training program. It is a course of action to improve employee and customer satisfaction.

Diversity needs to be a way of life, not just said. Values and team structures are important but no sufficient to support diversity in an organization. This element should include an assessment of the organizational culture and human resource management system of the organization. Effective organizational diversity management needs to go beyond programs, processes and activities to develop a culture that recognizes and rewards those who value, promote, facilitateworklace diversity f. The formation of a diversity team, consisting of predominantly non-management members from all areas of the organization with the leader of this group a person trained in diversity, is crucial. Managements has to then create avenues that allow this group to make the changes they identify as necessary. An organization should take stock of all training and development provided. Consider how diversity concepts such as cultural differenc

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