Managing workforce diversity: an Islamic perspective

Dani Muhtada

Abstract


Workforce diversity is an inevitable phenomenon of the day. Diversity management
is then developed in response to this reality. The discourse has been widely
implemented in many western countries and some other countries across the
world. Yet, it does not sound loudly in the Muslim countries. The objective of this
paper is to discover Islamic perspective of workforce diversity management. The
results show that pluralism and multiculturalism values are strongly promoted in
Islamic teaching. Although, some conceptual problems regarding conservative
views on diversity might constrain diversity workforce management, but a strategic
solution to this issue is not impossible. This paper basically favors the idea of
implementing the Lewin-Schein change model (i.e., unfreezing – change [moving]
– refreezing) for managing diversity in the Muslim society context but with a
more focus given to the substantive aspects of diversity management (i.e., elaborating
Islamic values on diversity). The role of such qualified Islamic scholars is
crucial in this regard.
Keragaman sumber daya manusia di tempat kerja adalah sebuah fenomena yang
tidak terhindarkan dewasa ini. Karena itu, mengelola keragaman secara professional
adalah sebuah keniscayaan. Meskipun diskursus tentang pengelolaan
keragaman di tempat kerja bukanlah hal yang baru di dunia Barat, namun di
negara-negara berpenduduk mayoritas muslim praktik dan wacana tentang hal tersebut masih kurang mendapatkan perhatian. Paper ini bertujuan untuk
menawarkan konsep manajemen keragaman di tempat kerja dalam perspektif
Islam. Paper ini menggarisbawahi bahwa multikulturalisme sesungguhnya memiliki
tempat yang signifikan dala ajaran Islam. Kendati ada ada persoalan konseptual
berkaitan pandangan-pandangan konservatif tentang pluralism dan
mulrikulturalisme, yang nota bene dapat menghambat efektivitas manajemen
keragaman di dunia Islam, namun persoalan ini bukan tidak dapat dipecahkan.
Paper ini berpendapat bahwa framework yang ditawarkan oleh Lewin-Schein
tentang pengelolaan keragaman dapat diadaptasi dalam konteks dunia Islam
dengan mengelaborasi konsep-konsep ajaran Islam tentang keragaman.

Keywords


Workforce; Diversity; Management; Islam; Multiculturalism

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DOI: http://dx.doi.org/10.18326/ijims.v2i1.78-108

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