Workforce diversity is the factor that examines the management of workforce (i.e., understanding the differences among the existing employees, and these differences, if properly managed, are an asset to work effectiveness).
Factors that basically show the flow of diversity are race, culture, ethnicity, gender, social attitude, age, a disability, and work style and experience.

Diversity issues are basically classified into 5 areas:
(1) Organizational acceptance and commitment;
(2) Understanding the variant concept of diversity
(3) Work styles and motivation;
(4) Developmental and career aspirations; and
(5) Personal needs.

The factors mentioned above shows that workplace diversity plays an effective and a very important role in some companies.

Likewise big companies are more passionate about diversifying their workforce and see its implementation as a norm and continuously strive to improve diversity management, whereas small companies see it as a choice and evitable when they feel it a burden or cannot effectively manage it.

However inadequate mentoring and guidance could cause a company low productivity. For this reason there must be regular improvement in ways to effectively manage a diverse workforce as the world keeps advancing.

As a result to this the article focuses on impact of non implication of Workforce diversity on the productivity of small organization leading towards slow growth and low productivity.

The core of evaluating diversity is investigating organizational strategies for managing workforce diversity. The major outcome are:

The workforce diversity should be managed as part of diversity management and strategic human resource management (HRM);
A configuration of HRM policies and various practices can also be identified to overcome barriers affecting the complete process and manage variant of diverse workforce;
Training, lifelong learning, flexible work arrangements and transition programs are some of the factors those should be given high set of priority for the workforce diversity; and
Specify the KPI's (Key Performance Indicators) and specific measures that can be identified for management of diverse workforce.

In the conclusion, if diversity indicated is not properly worked out, it would hinder various factors that contribute to more organizational productivity due to differential treatment and would impact company's overall success.
One of our greatest strengths is the diversity of our workforce, with men and women is many nationalities and backgrounds working together and sharing common objectives.

Eg: Schlumberger does not have a 'nationality' which describes its culture, but operates in a truly global fashion throughout the world.

As a company, every company encourages fair employment practices worldwide and offer equal opportunities to all our employees.

Workplace Diversitybasically encourages developing human resources for the future.

With the growing global markets, different customers, suppliers and shareholders are increasingly going global and diverse. They expect every organization to understand, respond and deliver services that meet unique expectations of diverse sectors.

The best talent should be attracted and retained from worldwide from the full depth of the talent pool and address the evolving needs of our workforce in terms of quality of life and dual career expectations. By creating a variety of perspectivesgender and culturethat stimulate productive creativity and innovationwe maintain our competitive edge.

The major benefits of workforce diversity is that a more diverse workforce... will increase organisational effectiveness. It will lift morale, bring greater access to new segments of the marketplace and enhance productivity. In short... diversity will be good for businesses as well.

Diverse workplaces leads to good business sense for the market. A diverse workforce increases the opportunity to bring various perspectives for identifying and solving different problemsa set of perspectives that more likely represent broader community views.

Some of the benefits of diversity in the APS include: Increased innovation-A diverse workforce means a broad range of perspectives, ideas and insights, not only in policy development and implementation, but in defining the policy challenge at the outset.

A workforce that reflects the diversity of the community it serves and understands the needs of its clients better, enabling more efficient and responsive policy and service delivery outcomes.