Essays on Diversity as a Business Strategy Assignment

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The paper 'Diversity as a Business Strategy' is a great example of a Managemen Assignment. From the various possible viewpoints that can be taken on the topic, i.e. ethical, moral as well as business, it does not seem that there is any cause for concern if diversity is seen as a business strategy. In fact, it might be a cause for celebration since those things which are good for business might be more readily accepted than things which become a part of government regulation or legal requirements. It seems that businesses are more ready to follow ethical egoism which means that they will do what is best for them rather than any other ethical code which asks them to do what is best for others.

In that regard, viewing diversity as a business need helps the cause of both diversity supporters and business professionals. Diversity has been important for business as a legal requirement in the past. However, the recent trend as reported by Lockwood (2005) as well as Kirton & Greene (2005) has been to see diversity as a tool for gaining competitive advantages.

The prime example of this kind of use of diversity comes from organizations like DuPont and GE have gained many benefits from having a diverse workforce and their examples show that diversity can be very useful if correctly utilized. On the other hand, while the legal requirements for diversity may be easily fulfilled, it is not an easy objective to make a competitive advantage out of it and a lot has to be done by many companies before it can claim to have diversity as a competitive advantage. In business terms, diversity can no longer be considered only a part of the legal requirements for operating a company of a certain size (Daniels & Macdonald, 2005).

Anti-discrimination laws might have been necessary at a time when civil rights and racial equality were being contested across the world but today diversity is an established business practice that has a direct effect on the performance of a company. From the evidence presented in this paper, it seems clear that while diversity is a desired and beneficial characteristic for a company, there are still a lot of problems that remain with us and they need to be managed before a company can gain the benefits from having a diverse workforce.

The cause of concern is not if companies are getting to an acceptable level of diversity but in how they can use it to their advantage. The importance of the need for diversity can be judged by the fact that some forward-looking organizations are considering diversity levels to be a part of their company’ s strategic objectives and have made their policy creators be responsible for ensuring a diverse set of employees.

DuPont is one such company that has successfully used diversity to its own advantage while fulfilling all legal requirements but there are other companies across the world that still have diversity-related issues despite all the efforts being made by them.

Works Cited

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Brown, R. V. (2005). The ROI of Diversity. Mortgage Banking. 65(12) Pg. 111-113

Clarke, R. D. (2005). Workplace Bias Abounds. Journal of Black Enterprise, 36(2) Pg. 38-39.

Crawford, M., Sherman S. J., and Hamilton D. L. (2002). Perceived Entitativity, Stereotype Formation, and the Interchangeability of Group Members. Journal of Personality and Social Psychology, 83 (5), Pg. 1076-94.

Daniels, K. and Macdonald, L. (2005). Promoting Equality: challenging discrimination and oppression in human services, London McMillan

DTI (2006). ‘Discrimination in Employment’, [Online] Available at:

Eagly, A. and Karau, S. (2002). Role Congruity Theory of Prejudice toward Female Leaders. Psychological Review, 109 (3), Pg. 573-98.

Folkes, V. and Patrick, V. M. (2003). The Positivity Effect in Services: Seen One, Seen Them All? Journal of Consumer Research, 30 (1), Pg. 125-37.

Kirton, G and Greene, A. (2005). The Dynamics of Managing Diversity – A Critical Approach, Butterworth Heinemann.

Lockwood, N. R. (2005). Workplace Diversity: Leveraging the Power of Difference for Competitive Advantage. HR Magazine, 50(6) Pg. 1-14.

Sherman, J. W. (1996), Development and Mental Representations of Stereotypes. Journal of Personality and Social Psychology, 70 (6), Pg. 1126-41.

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