Apports de la Gestion de la Diversité dans la Performance du Capital Humain

Numerous studies have highlighted the crucial importance of individuals in the production process and have considered the homogeneity and cohesion of teams as an essential condition for corporate performance. Moreover, for those who support the human relations school and those who adopt a systems approach, consideration of the individual, his or her skills and motivations in work organization and team homogeneity is also a way of achieving success and competitiveness. According to Melbourne (1999), most literature tends to highlight the benefits of diversity within management teams: reactivity in the face of market internationalization, image creation, shareholder confidence, innovation and so on. A company can improve its internal processes (efficiency) and performance (effectiveness) by enabling the workforce available in its employment area to benefit from its strengths thanks to diversity management. It may also be concerned with combating discrimination in the workplace against other target groups. For example, it is possible for individuals to be discriminated against on the basis of their appearance, height and weight, as well as many other criteria. The literature review indicates that the results show that it is possible to improve human resources performance by managing diversity, which manifests itself in diversity management practices such as compensation and motivation, social cohesion and collective competence. The aim of this study is to analyze the links between diversity management and human capital performance through the analysis of various research results highlighted in this field. Keywords: Diversity, Performance, Companies, professional discrimination, Human resources