Managing Diversity in Enterprises after Mergers and Acquisitions Process

The paper aims to view expectations and challenges of diversity in enterprises after merging and addressing them. It is important for management to respond to changes that were brought about such as re-structuring and transfer of employees to address challenges brought about different caliber of employees as well as induction of new staff to the organizational culture. Managing diversity allows enterprises to derive the best services and talent out of its workforce since they will feel accommodated from different places. It is, therefore, the responsibility of the management and Human Resources personnel to introspect into their policies of integration of employees from different backgrounds. If issues of diversity are not carefully addressed, they can end up spiraling to legal tussles which may impact the organization negatively. The researcher, therefore, explores on how human resources personnel or leadership have to mitigate any challenges that diversity can spring forth. Mergers and Acquisitions across the globe brought together challenges such as a mixture of cultures, educational backgrounds, values and human perceptions as well as technology since there is a migration of workers across the globe, especially for multi-national corporations and international. However, challenges brought by diversity can be turned into a strength of enterprises such as transfer of skills and affirmative action. Narration and literature of qualitative study will seek to address issues of diversity in newly established organizations through mergers and acquisitions.