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Nowadays, issues are coming up in an increasing manner concerning the differences in our global world and this could affect an organization positively or negatively. The need to recognise these differences and embrace them is a fast rising issue, hence diversity. Scholars have given different definitions.
Thomas, Jr. (2010) defined diversity as “the differences and similarities, and related tensions and complexities that can characterise mixtures of any kind”. It is important to recognise diversity, but the ability to manage it, is another major step. Managing diversity involves a voluntary organizational program designed to create synergy among individuals in both formal and informal settings (Gilbert; Stead; Ivancevich, 1999).
According to Ivancevich and Gilbert (2000) there are two different levels in which diversity can be generally grouped into: we have the surface level which is observable including race, ethnicity, nationality, gender, age, physical capabilities; and then we have the deep level which is unobservable such as values, personality, attitudes, religion, educational level and job tenure.
This report will talk about the benefits and drawbacks of Diversity Management, including the recommendation for the company. Recently multinational companies have been seen evidently that integrated workforce has become one of the most important points considered in many companies’ business strategy (Marquise et al. 2008; Boxhall & Macky 2009). There are a lot of benefits from launching the diversity management program in both individual and organization performance (GAO, 2005). As for individuals, the issue of inequality between genders and races creates dissatisfaction and repeated turnover, which could be reduced by handling the diversification in the company efficiently (Cox & Smolinski, 1994; Cox & Blake, 1991).
Not only do individuals obtain benefits

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