Breaking the racism ideology, corporate and business savvy people are now heading towards the trend of diversity in every organization throughout the world. Flexibility and Creativity are offered by the cultural diversity, which we need to reestablish the global economy for the century. Innovation has never been easy, but it is even more complicated than ever in the world of globalization, which is struggling to come out of a huge economic crisis. Contradicting viewpoints and voices are two of the most powerful factors in driving innovation. An organization risks its creative strength if it doesn’t leverage the strong weapon of diversity, apparently losing its edge in competition. In the transformation of leadership, gender and race does not define diversity. It encompasses the entire human knowledge—culture, personality, age, skills, life experiences and education. If managed in an efficient way, it offers the creativity and flexibility that we need to breathe fresh out of economic chaos and confront various forces compelling against us like, Social and Economic upheavals, globalization, demographic shifts, innovation to renew economic growth, boost in demand for diversity in firms from our clients, stakeholders, customers, and partners. For any organization or firm now a day, innovation dominates, especially within the advertising industry. The interconnection between talent management and innovation, which is how a firm attracts clients, partners, and stakeholders, how the organization develops, and how the people are retained through it; inclusion and workforce diversity are key components to establish the innovation culture in order to gain a Successful talent management. One must always think of diversity beyond the traditional definition, which only includes physical ability, race, age, sexual orientation, gender, and ethnicity. This considers and defines anything from parental to marital status to the place where an individual resides or has resided in past, recreational choices, income, organizational position, alternative work arrangements, religious affiliation, and more. The more inclusive practices a management has, higher are the chances to sustain and achieve higher bars of performance. A team of accounts that can mold in together several different point of view, values, perspectives, and experiences are better adjusted in as position to yield higher creativity outcomes and to fuel the innovation. President Barack Obama, while addressing the Union in a state, used the term “innovation” about nine times, which is more than any other president ever has mentioned. This throws the light upon the fact that that in this new era, ambiguity and volatility with rife, and innovation is very much important in sustaining growth of the organic culture and gaining success in an environment of global competition. A strong linkage exists between diversity, inclusion, and innovation; the question is to help our fellow professionals and leaders understand that linkage. By deep exploration of corporate practice, personal observation, and scientific research, we might start connecting the dots and move forward to access our higher management aims. Meanwhile, where the mythology of business is likely to connect innovation with an artistic drive, which is exclusive to the brightest and the top talent; Real core innovation thrives in a culture that is inclusive and the one that values unique perspectives, leverages diverse ideas, and invites everyone to aim and achieve integrated breakthroughs across the organization.
Diana Coker is a staff writer at The HR Digest, based in New York. She also reports for brands like Technowize. Diana covers HR news, corporate culture, employee benefits, compensation, and leadership. She loves writing HR success stories of individuals who inspire the world. She’s keen on political science and entertains her readers by covering usual workplace tactics.
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