SciELO - Scientific Electronic Library Online

 
vol.32 número2Effect of a staffing strategy based on voluntary increase in working hours on quality of patient care in a hospital in KwaZulu-Natal índice de autoresíndice de materiabúsqueda de artículos
Home Pagelista alfabética de revistas  

Servicios Personalizados

Articulo

Indicadores

Links relacionados

  • En proceso de indezaciónCitado por Google
  • En proceso de indezaciónSimilares en Google

Compartir


Curationis

versión On-line ISSN 0379-8577

Curationis vol.32 no.2 Pretoria  2009

 

CONGRESS PAPER

 

Diversity management in the workplace: Beyond compliance

 

 

NS Gwele

RN, PhD. Executive Dean; Faculty of Health Sciences, Durban University of Technology

Correspondence

 

 


ABSTRACT

Diversity management is not a numbers game. Diversity management is a holistic and strategic intervention aimed at maximizing every individual's potential to contribute towards the realization of the organization's goals through capitalizing on individual talents and differences within a diverse workforce environment. Managing interpersonal relationships within a diverse workforce environment presents a number of challenges related to changes in the social, legal and economic landscape, individual expectations and values as well as the inevitable change in organizational culture (Chartered Institute of Personnel and Development 2005: 1-7). Whether or not organizations are effective in managing diversity is a function of senior managements' commitment, and the perceived centrality of diversity management by all those who populate the institution's workspace. Above all it should be clear to all employees, irrespective of race, gender, or vocational/professional status, that each and every one of them has something of value to contribute towards the realization of the institution's mission and goals.
It is crucial to determine clear and manageable success indicators, focusing not only on compliance with legal obligations to include and/or increase the number of employees from the underrepresented and designated groups, but also on strategic intervention strategies to be used to promote and nurture individual talent and potential toward the realization of both individual aspirations and organizational goals re-quality patient outcomes.

Key words: diversity management, cultural diversity, workplace diversity


 

 

“Full text available only in PDF format”

 

 

References

AYTON-SHENKER, D 1995: The challenge of human rights and cultural diversity. United Nations Department of Public Information. Geneva: DPI/1627/ HR.         [ Links ]

ARIES, N 2004: Managing diversity: the differing perceptions of managers, line workers and patients. Health care management review. 29(3): 172-180.         [ Links ]

CHARTERED INSTITUTE OF PERSONNEL DEVELOPMENT (CIPD) 2005: Managing diversity: People make the difference at work- but everyone is different. London: CIPD.         [ Links ]

FITZGERALD, TK 1997: Understanding diversity in the workplace: cultural metaphors or metaphors of identity? Business horizons. 1-3, July-August.         [ Links ]

FRIDAY, E & FRIDAY, SS 2003: Managing diversity using a strategic planned change approach. The Journal of management development. 22(10): 863-880.         [ Links ]

GREEN, KA; LOPEZ, M; WYSOCKI, A & KEPNER K 2002: Diversity in the workplace: benefits, challenges, and the required managerial tools. Florida: Department of Food and Resource Economics, Institute of Food and Agricultural Sciences, University of Florida, Gainesville, FL. Available on http://cdis.ifas.ufl.edu. Accessed on 5 September 2007.         [ Links ]

GWELE, NS 2003: Globalization and the nursing workforce: The importance of what we care about. (An inaugural paper presented at the University of Natal: Durban, September 2003).         [ Links ]

GWELE, NS 2008: Participative leadership in managing a faculty strategy. South African journal of higher education 22(2): 322-332.         [ Links ]

HUMAN, L 1996: Managing workforce diversity: A critique and example from a South Africa. International Journal of manpower. 17(4-5): 46-64.         [ Links ]

INSTITUTE FOR SCIENTIFIC INFORMATION (ISI). NOVEMBER, 1982: This week's citation classic. Current contents. 45:20.         [ Links ]

DE LEON SAINTZ, ML 2008: Leading change in diversity and cultural competence. Journal of professional nursing. 24(3): 167-171.         [ Links ]

SACHT, J n.d. Diversity in the workplace: how much progress has been made? http://www.workinfo.com/free/diversitv.htm. Accessed 5 September 2007.         [ Links ]

THOMAS, RR 2006: Diversity Management: An essential craft for leaders. Leadership processes and practices. 45-49, Summer.         [ Links ]

TSHIKWATAMBA, NEFALL, 2003: The challenge of managing diversity in South Africa. The public manager. 36-38, Fall.         [ Links ]

UNITED NATIONS- GENERAL ASSEMBLY, 1985: policies of apartheid of the Government of South Africa. Fortieth Session 40/60: 32-41.         [ Links ]

 

 

Correspondence:
Prof Nomthandazo S Gwele
Dean: Faculty of Health Sciences
Durban University of Technology
PO Box 1334
Durban 4001
Tel: (031)373-2407; Fax:(031)373-2407
E-mail: Gwele@dut.ac.za

Creative Commons License All the contents of this journal, except where otherwise noted, is licensed under a Creative Commons Attribution License