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The Importance Of Workforce Diversity Management As A Global Imperative €“ A Systematic Review

Author

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  • Mishlin Nweiser

    (Karoly Ihrig Doctoral School of Management and Business, University of Debrecen, Hungary, Debrecen)

  • Krisztina Dajnoki

    (Faculty of Economics and Business, University of Debrecen, Hungary, Debrecen)

Abstract

Workforce diversity is an international phenomenon in developed and developing countries. Diversity is an issue that has gotten a lot of attention in many fields; diversity and inclusion have become accepted as a global business topic. Workplace diversity (WPD) is a holistic concept that refers to company employees' disparities. It refers to the complex physical, sociological, and psychological characteristics characterising an individual or group, such as gender, race, sexual orientation, and religious or political beliefs. Academics and practitioners alike are paying increased attention to workforce diversity. This research aims to investigate and provide a conceptual understanding and significance of diversity, especially workplace diversity in different countries; the literature also examines their methodology to investigate workforce diversity. Also, this paper explores literature about the increasing global influence of workforce diversity and its effect on the workplace drawing on previous studies. In addition, because of the benefits to the organisation and the people who work there, diversity in the workplace has become a meaningful and significant topic. The research took a qualitative approach through a comprehensive review of previous literature. The primary purpose of this article is to review the literature on workforce diversity on a global basis.

Suggested Citation

  • Mishlin Nweiser & Krisztina Dajnoki, 2022. "The Importance Of Workforce Diversity Management As A Global Imperative €“ A Systematic Review," Oradea Journal of Business and Economics, University of Oradea, Faculty of Economics, vol. 7(2), pages 63-74, Septembri.
    • Handle: RePEc:ora:jrojbe:v:7:y:2022:i:2:p:63-74
    DOI: http://doi.org/10.47535/1991ojbe157
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    References listed on IDEAS

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    1. Monica E. Biggs, 2021. "Miller, Frederick A.: Leveraging Inclusion as a Breakthrough Organizational Development Strategy," Springer Books, in: David B. Szabla (ed.), The Palgrave Handbook of Organizational Change Thinkers, edition 2, chapter 65, pages 1103-1123, Springer.
    2. Bieling, Gisela & Stock, Ruth Maria & Dorozalla, Florian, 2015. "Coping with demographic change in job markets: How age diversity management contributes to organisational performance," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 29(1), pages 5-30.
    3. Mohamed Mousa, 2021. "Does Gender Diversity Affect Workplace Happiness for Academics? The Role of Diversity Management and Organizational Inclusion," Public Organization Review, Springer, vol. 21(1), pages 119-135, March.
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    5. David M. Akinnusi & Olubukunola O. Sonubi & Adebukola E. Oyewunmi, 2017. "Fostering Effective Workforce Diversity Management in Nigerian Organizations: The Challenge of Human Resource Management," International Review of Management and Marketing, Econjournals, vol. 7(2), pages 108-116.
    6. Richard Alba & Nancy Foner, 2015. "Mixed Unions and Immigrant-Group Integration in North America and Western Europe," The ANNALS of the American Academy of Political and Social Science, , vol. 662(1), pages 38-56, November.
    7. Stephan Brunow & Luise Pestel & Mark Partridge, 2019. "Exports of firms and diversity: an empirical assessment for Germany," Empirica, Springer;Austrian Institute for Economic Research;Austrian Economic Association, vol. 46(1), pages 151-175, February.
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    Cited by:

    1. Gross-Gołacka Elwira & Plotnikova Mariia & Žukovskis Jan, 2022. "Diversity Management in Management Studies – Theoretical Discussion," Journal of Intercultural Management, Sciendo, vol. 14(3), pages 4-16, September.

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    More about this item

    Keywords

    Diversity; Inclusion; Workforce; WPD content analysis;
    All these keywords.

    JEL classification:

    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility
    • O15 - Economic Development, Innovation, Technological Change, and Growth - - Economic Development - - - Economic Development: Human Resources; Human Development; Income Distribution; Migration

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