Companies that have created a reputation for effective management of diversity have the advantage of attracting and retaining a diverse workforce, which comes with diverse talents and capabilities.
Inclusion in the workplace motivates employees by creating in them a sense of belonging.
This report presents a research that was carried out using both primary and secondary approaches to establish the importance of inclusion and diversity management on organizations.
Whereas the importance of diversity management is highlighted in this report, there is also evidence that points out the challenges that managers may face in managing diversity.
Many researchers have carried out studies the subject of workplace diversity.
However, as pointed out by Herring (2009), this concept is relatively new, dating to the 1980s.
The data was collected through an audio recording for further analysis.
This approach was selected because it is relatively informal and does not require a lot of time to get the required information (Yin, 2010).
One of the trends that characterize the 21 century human resource force in the United Kingdom is the increase in workplace diversity (Michalle & Barak, 2010).
The basis of effectively managing diversity at the workplace is acknowledging the differences that may exist among the company’s workforce and implementing workplace practices that create an inclusive environment for all employees.