{"id":12278,"date":"2025-05-06T21:47:31","date_gmt":"2025-05-06T20:47:31","guid":{"rendered":"https:\/\/icertpublication.com\/?page_id=12278"},"modified":"2026-03-28T11:07:00","modified_gmt":"2026-03-28T05:37:00","slug":"a-comparative-study-on-global-workforce-diversity-by-management","status":"publish","type":"page","link":"https:\/\/icert.org.in\/index.php\/shodh-sari-2\/shodh-sari-an-international-multidisciplinary-journal-vol-02-issue-02-apr-jun-2023\/a-comparative-study-on-global-workforce-diversity-by-management\/","title":{"rendered":"A Comparative study on Global Workforce Diversity by Management"},"content":{"rendered":"\t\t
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Shodh Sari-An International Multidisciplinary Journal<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Vol.02, Issue 01 (Jan-Mar 2023) <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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An International scholarly\/ academic journal, peer-reviewed\/ refereed journal, ISSN : 2959-1376<\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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A Comparative study on Global Workforce Diversity by Management<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Thakur, D. K.<\/span><\/span><\/span><\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Abstract<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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This paper explores the relationship among three social dilemmas faced by organizations wishing to attain and maintain workforce diversity: the dilemmas of organizational participation, managerial participation, and individual participation. Functional and social category diversity offer benefits for organizations creativity, adaptation and innovation, and access to external networks, but there are costs which deter organizations from pursuing these benefits. The costs associated with organizational participation in diversity initiatives arise because managers and their employees perceive organizational conflicts and organize their interactions along social identity lines, so that temporal traps and collective fences surround diversity. Resolving the subordinate dilemmas of managerial and individual participation provides the key to resolving the dilemma of organizational participation. Social identity theory is used to understand the dilemmas and to develop possible resolutions, which should make the benefits of diversity more immediately accessible to organizations and society. This article reports the results of a study on the current status and future trends in diversity initiatives in the workplace. The study identified barriers that have inhibited the employment, development, retention, and promotion of diverse groups in the workplace and the significant factors that are influencing diversity initiatives. It revealed that the primary reasons for managing diversity are to improve productivity and remain competitive, to form better work relationships among employees, to enhance social responsibility, and to address legal concerns. This article presents these findings as well as the best strategies for managing diversity. It also discusses components of an effective diversity training program and future trends related to diversity. Notes that the globalization of business, the increased use of teams, and changing workforce demographics have all made managing workforce diversity a critical competency for today’s organizations. But for many companies, efforts to manage diversity have produced disappointing results. Organizations are challenged to move away from merely “counting heads for the government” and begin creating effective strategies for a more positive approach to managing diversity. It outlines the diversity challenge and the forces that drive it and then presents strategies for change through leadership, research, and education.<\/span><\/span><\/span>

Key Words<\/span><\/span><\/span><\/span><\/span>:\u00a0<\/span>Organizational participation, Managerial participation, Individual participation, Diversity Management, Spiritual Diversity, Diversity and Globalization<\/span><\/span><\/span><\/span><\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Cite this article<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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APA 7th Style<\/span><\/span><\/span><\/p>

Thakur, D. K. (2023). A Comparative study on Global Workforce Diversity by Management.\u00a0Shodh Sari-An International Multidisciplinary Journal, 02<\/span>(01), 69\u201380.\u00a0<\/span><\/span>https:\/\/doi.org\/10.5281\/zenodo.7752537<\/span><\/span><\/span><\/span><\/a><\/p>


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MLA 9th Edition<\/span><\/span><\/span><\/p>

Thakur, Deepesh Kumar. \u201cA Comparative Study on Global Workforce Diversity by Management.\u201d\u00a0Shodh Sari-An International Multidisciplinary Journal, vol. 02<\/span>, no. 01, Jan. 2023, pp. 69\u201380.<\/span><\/span>\u00a0https:\/\/doi.org\/10.5281\/zenodo.7752537.<\/a><\/span><\/span><\/span><\/span><\/span><\/p>


\u00a0<\/p>

Chicago 17th Edition<\/span><\/span><\/span><\/p>

Thakur, Deepesh Kumar. \u201cA Comparative Study on Global Workforce Diversity by Management.\u201d\u00a0Shodh Sari-An International Multidisciplinary Journal 02<\/span>, no. 01 (January 1, 2023): 69\u201380.<\/span><\/span>\u00a0https:\/\/doi.org\/10.5281\/zenodo.7752537.<\/a><\/span><\/span><\/span><\/span><\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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References<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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1. Ferris, G. Frink, D. & Galang, M., February-1993, Diversity in the Workplace: The Human Resources Management, 16, p41
2. Porter, M.E. (1986), Changing patterns of International Competition, California Management Review, 28, 9-39
3. 3.Orenstein, E., The Business case for Diversity: Financial Executive Research Foundation (FERF) p22
4. \u2018India and the Knowledge Economy; Leveraging Strength and Opportunities\u2019, Economic Times, 15 November 2005
5. http:\/\/ www.thenewrichdad.co<\/span><\/span><\/span><\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Shodh Sari-An International Multidisciplinary Journal Vol.02, Issue 01 (Jan-Mar 2023) An International scholarly\/ academic journal, peer-reviewed\/ refereed journal, ISSN : 2959-1376 A Comparative study on Global Workforce Diversity by Management Thakur, D. K. Abstract This paper explores the relationship among three social dilemmas faced by organizations wishing to attain and maintain workforce diversity: the dilemmas […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":12237,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"postBodyCss":"","postBodyMargin":[],"postBodyPadding":[],"postBodyBackground":{"backgroundType":"classic","gradient":""},"site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-12278","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/pages\/12278","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/comments?post=12278"}],"version-history":[{"count":3,"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/pages\/12278\/revisions"}],"predecessor-version":[{"id":30363,"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/pages\/12278\/revisions\/30363"}],"up":[{"embeddable":true,"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/pages\/12237"}],"wp:attachment":[{"href":"https:\/\/icert.org.in\/index.php\/wp-json\/wp\/v2\/media?parent=12278"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}