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Diversity management is an all-inclusive work strategic intervention aimed at increasing every individual’s potential to contribute to the realization of the organization’s goals and objectives through exploit on individual talents and differences within a diverse workforce. Managing interpersonal relationships within a diverse workforce environment offers a number of tasks related to changes in the social, legal and economic landscape, individual expectations and values as well as the inevitable change in organizational culture. Whether or not organizations are effective in managing diversity are a function of senior managements’ commitment, and the perceived centrality of diversity management by all those who populate the organisation’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 organisation’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. Keywords: Managing Diversity, Workforce, Workplace and Organisation DOI : 10.7176/EJBM/11-5-05

Effects of Managing Diversity in the Work Place