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The managers at ABC Corporation decide the company needs a more diverse workforce, so they actively recruit segments of the population that are underrepresented in their organization. As their workforce becomes more diverse, they find that the new employees are struggling to integrate into the organization, conflict has increased, overall employee morale has declined, and company performance has suffered. Which of the following is most likely the cause of the problems with the diversity initiative at ABC Corporation?

- The company is seeking diversity for diversity’s sake, with no regard for inclusion.

- The diverse workforce is less productive because it is difficult to get everyone on the same page.

- The new employees are selected based on personal characteristics rather than qualifications.

- The company is using the wrong metrics to evaluate the success of their diversity initiative.

Paper For Above instruction

The challenges faced by ABC Corporation in implementing a successful diversity initiative primarily stem from a fundamental misunderstanding of the concepts of diversity and inclusion. While increasing diversity is a vital step toward equitable workplaces, it must be complemented by genuine inclusion to realize its full benefits. The most probable cause of the problems described is that "The company is seeking diversity for diversity's sake, with no regard for inclusion." This approach often leads to superficial diversity without addressing the deeper issues of integration, belonging, and mutual understanding among employees.

There is substantial evidence that diversity alone does not improve organizational performance and can sometimes lead to conflicts if not managed properly. When a company emphasizes only the numerical increase of underrepresented groups without fostering an inclusive environment, employees from these groups may feel marginalized or isolated, which diminishes morale (Nishii & Mayer, 2009). This disconnect can cause tensions, reduce productivity, and hinder overall performance. Therefore, the focus must shift from merely hiring diverse personnel to cultivating an inclusive culture where all employees feel valued, respected, and empowered to contribute.

Inclusivity involves proactive policies and practices that ensure diverse employees are integrated into the organizational fabric. This includes implementing mentoring programs, cultural competence training, and establishing open communication channels. Without these, the organization's diversity efforts risk becoming superficial or tokenistic, which may exacerbate conflict and reduce morale (Roberson, 2006). This aligns with the concept that diversity for its own sake is insufficient; without inclusion, diversity initiatives can inadvertently reinforce stereotypes or create feelings of exclusion among minority employees.

The other options are less likely to be the root causes in this scenario. For instance, assuming the workforce is less productive purely because of diversity ignores the importance of effective inclusion strategies. Similarly, selecting employees based solely on personal characteristics rather than qualifications indicates a problematic hiring process, but it does not directly explain conflict and morale issues hosted on inclusion deficits. Using inappropriate metrics may be part of the problem but does not fundamentally address the core issue—lack of effective inclusion and integration.

In conclusion, the primary cause for the difficulties faced by ABC Corporation's diversity initiative is that they are pursuing diversity without adequately focusing on inclusion. For diversity efforts to succeed and improve organizational performance, companies must foster cultures that embrace differences, promote mutual respect, and facilitate the integration of all employees into the organizational community. This approach not only mitigates conflict but also enhances morale and productivity, aligning diversity efforts with strategic organizational development (Cox & Blake, 1991).

References

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