Authors: Dr.R.Radhamani, Research Scholars Ms.S.Sridevi
Abstract: Diversity is not about how we differ. Diversity is about embracing one another's uniqueness." — Ola Joseph This paper explores how diversity practices relate to a key component of workplace well-being, namely engagement. It The present study investigates the moderating effect of integrative approaches to open communications, involvement and conflict resolution in the implementation of an organizational change initiative in the relationship between cognitive diversity among employees and the organization performance. In Chapter Four assessment we discuss research on diversity and inclusion at work, emerging issues reflecting the status of minority groups, and the challenges experienced by minority-group employees and organizations. (1) the impact of diversity and inclusion on the organization's performance and sustainability, and (2) new and better ways to reduce inequity and promote diversity in its broadest conceptualization, this chapter incorporates the author's summary of outcomes and recommended strategies. (3) This studies mostly incorporated in a highly selected number of robust systematic reviews and meta-analyses. (4) For the most part, and notwithstanding barriers to reducing stereotyping and discrimination, interventions to improve diversity and inclusion in the workplace led to favorable outcomes. Finally, it is about giving the organizations and D&I professionals the needed guidelines, tools and support, as the world becomes well connected and continuous exchange of workforce relocating across different countries based on the need of their expertise and profession, D&I would become more stronger across future companies, creating a competitive edge in an increasingly competitive global labour market. Theoretical and practical implications of the study are discussed along with recommendations for future research.
