Managing diversity - for what?

diversity is often seen in terms of nationalities, gender, age, race, physical abilities/disabilities, colour, caste, language;in short the differential an employee bring in to the organisation along with his competencies, skills, leadership, EQ etc. organisations normally is more keen to exploit the latter for its commercial needs; even though organisations do appreciate that the former is non-detachable from the latter and hence needs to be managed somehow. The outlook therefore is always to ensure that such factors do not adversly affect the climate for exploiting the latter. beyond this objective an organisation has no interest or gain in nurturing such diversities amongst employees; which fact often employees forget. hovever smart orgaisations work the other way around. They primarily recognise and encourage such diversity and positively channelise them to further sharpen the organisation's capabilities at a macro level. Organisation's can gain a lot, for eg, in leveraging such diversity to influence for eg ; consumer behaviour or to penetrate markets, or even to attract right talent. Organisations need to have an indepth knowledge of such diversities to harness its potential in first place. Analysing its characteristics, generating profile matches, group work and team building can then give positive results. Application and managing becomes then easy and satisfying.