Dear Mahfuz, only INTELLIGENT organizations do benefit from labor diversity.

Traditional/prevailing/standard organizations do not know about labor diversity, but only about labor specialization. That's why they focus on revenues and income, period.

Dear Mahfuz

Currently cultural diversity is vital and may depend on the success of a company .

Most companies had preference for a certain type of employee . Is rather that , in a way, they were all alike and who shared , even the same philosophies of life . Today the situation has changed . Having a multicultural workforce is the best solution that any business can adopt . Besides being more ethically correct, it is a solution that brings benefits . Is given equal opportunity to anyone without damaging it by having a culture , different religion or philosophy of life. . Diversity is a great tool when competing in the global market . It is the confrontation of different ideas coming from the best projects .

Diversity is directly related to quality, productivity and success .

Both cultural and labor diversity is essential for the growth of the organization. Different skills can be brought through the labor diversity which will benefit the organization.

Finding (or having) diverse-employee mix, should not be a problem if quality (of eligibility) is not compromised. As the question here is for 'education' sector, a diverse team (of experience, culture ..etc.) would add to a balance & holistic accomplishment of the objective of the educational - organisation/ institute. Of course, the mix (percentage) should be considered as the (global/ local) focus of the institute and its research orientation. If we produce global citizens (or a true researcher-student), then multi-cultural (diverse) team should be useful and come handy.

Thanks & regards; Rabi

Since I deal with academia, all about and depends on the mission of the university, what it values, what it educational policies, programs, and practices that all emerge from the mission of the colleges. Merit must be defined in light of what educational colleges are trying to accomplish. Again depending on the diversity definition the benefits are vary from one institution to another. cultural differences are most important when considering diversity in education.

In global concept we in higher education should consider the interconnectivity between the world, thus adding efficiency and effectiveness to our educational values and productivity. higher education

institutions have a unique responsibility to develop in students the knowledge, skills, and

dispositions that they need to be active members of society. we must consider the globalization merit for our diversity in education beside the prevalence of local cultural values. Therefore, the benefits of diversity will be enlarged and it will empower students to broad their thinking spectrum.

Yes, they benefit from labor diversity, provided they can manage to get full benefit from their capabilities.

In India, language dialect changes every 12 miles. Its a pleasure to see this diversity. In addition, culture, traditions, food varieties, music, habits, and so many more changes are observed. If diverse type of labor is available in institutes, it is beyond imagination, how beneficial it may prove.

It should and the contrary will be catastrophe.

According to me, labor diversity is beneficial for an organisation only if their skills are utilized in most effective way i.e. by assigning them work in which they are more comfortable.

Regards,

Nitish

Let them benefit from everything, only if they pay well the labor involved. Otherwise, who cares...

The problem now is the huge unemployment, I think, probably my view has to do with Greek current economic circle. Anyway, yes diversity is a plus feature.

Labor diversity is important especially in education, in universities with diverse student body it is important for the students to see someone they relate to in the university. While in universities that do not have a diverse student body it is crucial to have a diverse workforce in order to expose the students to various cultures and opinions which I believe is an important part of their education especially now. Of course that will only happen at institutions that value their workforce and allow them to celebrate their culture and embrace their values.

In my opinion I think that both cultural and labor diversity are necessary for the growth of the organization. Different skills can be brought through the labor diversity which will benefit the organization

As long as these people can work well together, it can be an advantage.

Diversity is the foundation of Innovation. While *Invention* can be used to describe how known tools and processes can be adjusted slightly and rearranged into something useful and new through *Adaptation*, *Innovation* happens when inventions developed to solve problems outside the current topic area are incorporated into the current new solution through *Exaptation*. Diversity of knowledge and experience among members increases the scope of options available to be Exapted into development of new solutions. As others have correctly noted, Exaptation can only happen through a strong culture of communication and collaboration. While specialization and invention may lead to slow, evolutionary progress, diversity and innovation result in fast, discontinuous leaps in system development.

Hi,

I think orangization benefit from diversity.I do agree with Weaver.

@ William. Diversity of knowledge and experience among members increases the scope of options available to be Exapted into development of new solutions. That is an important benefit from labor and culture diversity.

@ Mahfuz, Labor diversity of professionals in an organization is a big plus for the company, which by virtue of being diversified, it brings diversified knowledge, skills and experience, representations and there by increase its performances and widens the horizons of operation - a sign of growth. At professional levels, cultural and other differences are minimal and those differences will not be reflected on the jobs as they all are professionals who perform their professions who are not cultural ambassadors of the societies they are from, but representatives of their profession.

@ El.Aleem. Thank you. It is like a symphony orchestra.... different players who, with their different musical instruments....will be contributing to the final fantastic music.I believe your example is very expressive.

In theory, organisations should benefit from labour diversity. In practice, those who do not tap into diversity run the risk of lagging behind. The riches of diversity have been very well established. Past civilisations who intergated diversity have shined through. For example, the Romans, Byzantium, the Islamic civilisation...etc

A "must" for the success of the diversity issue is the availability of the "acceptance" culture within the institution and the society. If we compare, for examples, those from developing countries working in the US or UK to those working in the Gulf countries, you find that the first group of academics are very well settled in their new culture while the second group are not. The first group are very much accepted overthere while the second group are looked at as temporary workforce that has to be replaced through the different nationalization schemes in many of the countries within the Gulf. As a result, universities in the US and UK have benefited very much more from this diversity while many of the universities in the Gulf still hesitate to make the best of this diversity which hinders its progress. A related comment above of Demetres from Athens who wanted to say (Please correct me Demetres if I am not right) that high unemployment in his country in the present economical situation can make diversity a conflict by itself, though he re-assured the importance of diversity. I think in a country with high unemployment, the diversification should be adopted with cautious while enhancing the "acceptance" culture. Other issues that might impact "acceptability" by the university society and can therefore produce adverse results out from diversity are

- The adoption of discrimination policy, either way, in salaries and other benefits between local and those coming from abroad. Salaries and benefits should match the university/country capabilities and not to be under/ or over according to the nationality or other factors. In other words, the diversity should not be a tool to save money if the locals rates are higher or not be the tool to bring distinguished academics (at extra cost) for the sake of reputation only while forgetting about those you have and can be brought to excellence at lower cost as I am explaining more below.

- The un-availability of a good policy to pinpoint distinguished locals and to help every one excel. After all, importing excellence (distinguished faculty members) can't be the only way to excel. A university that wants to rise-up is the university with overall policy that can heighten the capabilities and boost the productivity of any one and every one in the university community. Implanting some distinguished -from abroad- faculty members can, within the scope of such policy- agitate positively the others and help them to develop. Without, such policy, I believe that any university, will have a situation in which there are some few distinguished -from abroad- faculty members with the rest of the local community unable to interact with them and unable to grow to their levels creating the gap that can lead to "un-cooperative" and "un-coherent" community.

In any case, any university should adopt a realistic diversity scheme that can make use of a mix-up of visiting professorship, research positions, graduate students, collaboration schemes, and permanent positions. Thanks. @AlDmour.

I will say YES.they really need the diversified experience in expertise as it affects leadership,operations or productivity and the creative ability of different dispositions,experiences and capabilities of individuals in any organization. To form formidable teams ,you need the different variants in all available ramifications in labour force.thats what i think.

I agree, Team work always succeeds. However, we may need to identify the component population as a variable category. Probably, the approach may be significant by narrowing down at different levels. This approach may be helpful to easy analyzation at various levels. This way the importance can be given to all the groups. The final clarification may be received from a panel with all the group leaders.

Dear Mahfuz: I agree with most of the comments. Labor diversity really helps if situations can be created that help them to collaborate without any inhibitions. Diversity brings the very valuable experience from different perspectives as well as innovation from a different viewpoint. In my department (which is small), we have faculty from at least six different countries (India, Bangladesh, Iran, Korea, China, Italy) in addition to the Caucasians. We all work and collaborate and help each other without any inhibitions.

Yes, diversity in labor breaks monotony in laborers and sometimes helpful to devise new approaches to enhance production or reduce production costs.

Diversity has diffrent cultural, ethnic, social gruop of people will serve in organisation. Diverse employees competitively work for showing their social strength which is favourable to organisation.

These diversity helps to share their social needs among them.

Diversity may created sub organisational cultures within organisation. sub organisational culture may affect productivity.