Workforce diversity management: A systematic literature review

Yana Seliverstova

doi:10.5937/straman2102003s

Abstract

The primary task of the paper is to propose a definition of the existing theoretical contributions to the term of workforce diversity management (WDM) in order to systematize present knowledge, clearly understand the definition of WDM in organizations and identify the gaps for future research. In this theoretical study, the Scopus database was used for sampling. 19 studies published since 2015 were identified, and then the selected papers were analysed according to key research definitions. Recently, the idea of diversity management (DM) acquires a new meaning; swiftly expanding its field and circulating around the world. WDM becomes a frequently significant part of Human Resource Management in corporations, as it helps companies to take a sustained competitive advantage in the current globalization and innovative age (Egerova, Jiřincová, Lančarič & Savov, 2013; Manoharan & Singal, 2017). The results of the research show that DM is perceived by a moderate number of existing publications as a method that helps to encompass both: a favourable corporate culture and organizational success. By assessing present studies on DM, the paper contributes to the literature on business and management and demonstrates the potential as the scrutinised field seems to be an attractive area for future research.

Highlights

The increasing globalisation and the social changes in the world have lately led to the movement of free labour (Sanghvi, 2019), making the workforce diverse more than ever (Meena & Vanka, 2017; Tamunomiebi & John-Eke, 2020) and almost any organisation is free to form its diverse human capital
The necessity of workforce diversity management (WDM) in this dynamic and ever-increasing technological age is broadly admitted among researchers, the increasing trend in the number of authors attempting to explain that diversity management (DM) concept can be appreciated
The studied literature allows us to summarize that the main idea of the concept of DM in existing research is the recognition that the workforce of an organization is comprised of diverse individuals with differences, which can be visible and invisible

Summary

Introduction

The increasing globalisation and the social changes in the world have lately led to the movement of free labour (Sanghvi, 2019), making the workforce diverse more than ever (Meena & Vanka, 2017; Tamunomiebi & John-Eke, 2020) and almost any organisation is free to form its diverse human capital. A vital rise in publications can be noticed from 2010 due to the increasing variety of human capital and the reasons behind that fact were explained in previous studies as demographic changes of the labour market, the inclusion of migrants and ease of employee mobility (Özbilgin, Jonsen, Tatli, Vassilopoulou & Surgevil, 2013; Urbancová, Hudáková & Fajcíková, 2020). This proves the relevance of the research topic that is constantly emerging and will make a vast impact on the companies' structure in the future

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Conclusion