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This article gives organisations an overview of the latest thinking around diversity management.  It helps position the ever increasing need for employers to be pro-active in their approach to the diversity challenge.

There are many windows of opportunity for capitalising on the benefits that diversity can bring to an organisation.

There are two facets to managing diversity.  The first is Functional; complying with legislation and applying the internal procedures.  The second is Humanistic; developing the knowledge, skills and behaviours needed for people within the business to work effectively together with difference and /or change.

The type of diversity issues being managed might look different for each organisation or business division.  The challenges being faced might sit under one or all three of the diversity categories mentioned earlier i.e. Social, Informational or Value related difference.

They all require employees to recognise and adopt the skills and behaviours required to communicate and work effectively with colleagues and customers from different backgrounds.  Diversity initiatives focus on the diversity issues which are specific to the individual organisation.  The Learning & Development Model is a tool which is used to create real learning experiences on real issues which encourage self-awareness and a change in mindset and attitudes towards improved people performance and ultimately increased business improvements.

Diversity is currently an extremely 'hot topic' but it is valid to say that it is also not a passing fad that is going to 'go out of fashion'.

The business benefits of embracing diversity from both a Functional and Humanistic perspective include both internal and external measures of success:

Managing Diversity within an organisation is about 'Valuing everyone as individuals - as employees, customers and clients'. CIPD  Greater Customer Focus

Experimental Learning & Development is a fundamental element to challenging the attitudes and prejudices which exist within organisations.  Unless the underlying attitudes and behaviours change, organisations will merely be paying lip-service to the subject of diversity management.

Although an organisation might operate within the law, this does not necessarily mean that it is gaining the full benefits of diversity.  So many differences between people go beyond legislation.  It is important to position diversity strategically in order to gain the real business benefits.  It is also fundamentally important that any diversity learning initiatives enable individuals to establish what part they need to play in their constantly changing work environment.  Managing diversity requires personal accountability across all levels of the organisation.

The cost implications of not pro-actively investing in diversity can result in long-term negative implications for the business.  These include: workforce conflict, low staff morale, motivation and retention, a loss of high talent and potentially time and money spent on employee tribunals.