Diversity at BIO-SPORT - Coursework Example

Diversity at Bio-Sport Many organizations consider diversity very important as it is associated with economic performance (Wylie 10). Diversity not only engrosses how people identify themselves, but also how they perceive others. Those perceptions have an impact on their relations and productivity. However, there are various diversity issues that a company may face while addressing diversity. This essay will reveal issues such as the actual, hidden, and opportunity costs related to a diversity policy. It will also provide insights on consideration made to reverse diversity issues such as discrimination and explain why the considerations were made. The paper examines BIO-SPORT diversity policy.  Diversity in an organization engrosses race, ethnicity, education and gender among other aspects. The differences are notable among employees. When a company incorporates a diversity program or policy in its policies, there are obvious costs that arise. The costs include the actual cost the firm will have to consider. Mattson argues that efficient, systematic measurement of the costs employee diversity policy is indispensable to maintain existing policies and to provide business reasons greater investment, particularly by a company that doesn’t have a diversity program (155). The actual costs that the company relates to the diversity program are cost of legal compliance and cash costs. Costs of legal compliance encompass a wide range of costs. One such cost is training of staff. Employees are supposed to be educated on legal matters surrounding racism. It is important to instill knowledge to the workforce in order that instances of ignorance do not surface to permit racial discrimination amongst the employees (Barak). Another cost that arises in this category is costs related to record keeping systems. Record keeping will ensure all employees are accounted for on the bases of their racial backgrounds, their conduct to others and record of the cases brought forward against an employee. The company will also have to incur communication costs when the management tries to explain the diversity policy in the firm. Another actual cost that arises as a result of diversity program in the company is cash costs. According to Kalev et al. these costs are remuneration costs to specialist personnel, employment policies, monitoring costs, facilities costs and working conditions and benefits (595). The specialists staff hired to address diversity in the company will require compensation in terms of cash payments. The organization will also have to design facilities at a cost which will support the diversity program. Working conditions of every employee regardless whether they emanate from a minority groups will have to be improved, together with benefits that accompany. On the other hand, the company incurs opportunity costs while running diversity program. Reeves argues that opportunity costs embody the loss of benefits for the reason that a limited resource cannot be used in other profitable endeavors (65). One such cost is time. The management’s time will be diverted to address diversity program. The effort of the management put in to ensure the diversity program is successful will have been used to run other potentially beneficial activities. Moreover, another opportunity cost to be incurred in the diversity program is the loss of productivity. Kochan et al. suggest that productivity shortfalls will be experienced by the company simply because the input in the diversity program will definitely impact on the overall company production (13). This is a fundamental cost that could affect, greatly, the financial position of the company. The other category of cost that the company will incur is the hidden costs or sunk costs. These costs manifests in the form of business risks. The program is intended to address diversity issues in the company, especially concerning racial claims. However, there is a challenge in accomplishing the goals of the program, known as the execution risk. What consideration if any did you give to reverse discrimination (decision affecting White Caucasian men adversely) in your Program/ Policies. Why? One of the key considerations that Bio-sport must give so as to reverse discrimination based on race is legal consideration. The company will consider laws of the country in formulating the diversity policy so as to ensure congruency of policies, provisions and procedures of the laws of the land as well as the company laws. This is aimed at creating a additional diverse and inclusive personnel, where employees will feel they are adequately represented in the company (Katz 150). In addition, the diversity policy will be based on the laws of the country in order that compelling prohibitions against racial discrimination are incorporated. Employees who are implicated with discrimination on the bases of race will be prosecuted accordingly. Prosecution will send a firm warning to employees who intend to continue with discrimination. Aside from prosecution, the company will adopt actions that will reprimand implicated employees, including demotions and termination of employment. Another consideration that Bio-sport will make regarding diversity is training. According to Cunningham in the company, diversity training is a tool that will be used to shape diversity policy (80). It is of tremendous importance for the company to consider educating and training the employees on equality. This will enhance the understanding of the staff on issues related to treating the other humans ‘the way you want them to treat you’. This element of reciprocity will prohibit behaviors that exploit racism. Recruitment, selection and retention practices are other important considerations. First and foremost, job entry requirements are important in tackling diversity issues such as discriminations on the bases of gender and race (Acker 445). The diversity policy should incorporate guidelines that dictate the percentages of ethnic groups that will be absorbed. It is said that foundation is the determinant whether one succeeds or fails. Therefore, addressing discrimination when a new employee is absorbed will constrain the practices of discrimination by forming a culture that embraces equality (Selod, Harris and Yves 1058). The interviewers are supposed to keenly consider not only the qualification of applicants, but also their gender and race to promote inclusivity. The human resource should treat employees fairly and equitably in selection of employees and also in promotion. In tackling challenges such as those facing white Caucasian men adversely, leadership At Bio-Sport will have to be considered. Management styles go hand in hand with workplace culture (McKay, et al. 36). The company should avoid managing by crisis, whereby actions are taken when a situation occur. The leaders in the management levels ought to ensure they exercise their powers without favor. They are obligated to lead by example in order that a culture of inclusivity is adopted in the company. Managers should use their powers to reinforce a positive behavior in employee relations, by rewarding them adequately. Coercive power will be used to punish those who perpetuate discrimination of any kind. Policy commitments and communications with the workers is another vital consideration. In company diversity policy, there should be provisions that are aimed to ensuring that the company is committed to the culture of embracing diversity. Commitment will indicate seriousness in the case and this should be communicated to the employees; either by word of mouth or by memos and circulars (Petersen and Krings 510). This will underline the intentions of the company in noon-tolerance to discrimination. Considerations in the diversity program will engross resource development, review of policies and activities and grievance procedures. Grievances raised by employees ought to be smoothly addressed to and issues concerning bureaucracy must not arise. With this regard, procedures pertaining grievances ought to be straight forward thereby facilitating instant responses. The diversity policy also considers the elements of revision in case the policy has provisions that are disputable or are ambiguous. It is also recommended for the policy to be effective; the management should carry out reviews on a constant basis to update the diversity policy. Another consideration to make to reverse discrimination at BIO-SPORT is personnel procedures and standards. The employee standards are required to oppose any form of discrimination. The code of conduct should prescribe a guide on how to draft employee standards in the diversity policy. Ethics are fundamental in defining an employee code of conduct. Discrimination will be discouraged if employee standards are raised (Nkomo and Kinahan 36). Admittedly, the consideration of adequate resources is equally crucial. Resources are requires for scheduling and implementation of activities such as training. Diversity programs are an additional expenditure to the firm. The success of the policy depends on the resource allocated to facilitate its implementation. Money, time and human capital form the components of resource. Nonetheless, all other stakeholders of the firm that are involved in diversity programs are to induce considerable efforts and inputs. Conflict resolution mechanism also forms a crucial consideration. Aston and Tackey stated that poor conflict resolution ability is a component that greatly contributes to racial discrimination (8). The diversity policy should state clearly how conflicts between employees will be resolved. Negotiations may come in handy to avoid permanent disagreements, while mediation may provide an opportunity for employees to reach a consensus. Any event of disagreements among employees must not be ignored, as it may contribute to conflicts soaring even more. The organizational vision should also be considered. A shared company vision ought to incorporate values that promote equality, especially racial equality (Wrench 4). The organizational vision is conspicuous in the company; therefore a message inserted into the vision that disapproves racial discrimination will surely be noticed and memorized. This anti-racism message will promote positive coexistence among the minority and majority groups in the firm (Green 630). Monitoring system should be considered in the diversity program. This will monitor employee behavior and report on any instance of employee misconduct. This is a precautionary measure that is aimed at mitigating discriminating behaviors. Bio-sport should also consider partnerships with other companies that are determined to reduce race-based discrimination. The purpose of this is to create a synergy as two is better than one. The company will also adopt an exchange program which allows employees from various groups to work in the involved companies. Thompson reiterates that a partnership to fight discrimination also promotes togetherness, an element required in cohesion among different races (70). The language consideration is yet another vital aspect in cultural diversity. According to (Davies and Jupp the primary distinguishing aspect of different races, apart from physical appearance is language (98). Therefore, the diversity policy of BIO-SPORT must be based on ensuring language allowed in the company is universally accepted. English language should be used in both formal and informal communication. This will create an environment that ideas are exchanged to everyone inclusively, thereby avoiding discrimination. The Caucasians will ‘feel at home’ when they can communicate to everyone using a common language. However the cultural differences amongst various groups must be incorporated, to avoid favoring a certain group. Conclusion Most organizations hire employees with different origins. The employee characteristic may manifest in gender, race, and education background among other aspects. The contemporary business environment has provided challenges to organizational leaders that include discrimination. This has necessitated firms to come up with a diversity policy that addresses the issues of diversity. There are costs incurred in running the programs that embrace diversity such as actual and opportunity cost. Additionally, companies are also face with a task of considering various factors in their diversity programs or policies. Regardless of the factors, all are aimed at ensuring discrimination of any form is mitigated. Works Cited Acker, Joan. "Inequality regimes gender, class, and race in organizations."Gender & society 20.4 (2006): 441-464. Aston, Jane, Darcy Hill, and Nii Djan Tackey. The experience of claimants in race discrimination Employment Tribunal cases. Department of Trade and Industry, 2006. Barak, Michàlle E. Mor. Managing diversity: Toward a globally inclusive workplace. Sage, 2013. Cunningham, George B. Diversity in sport organizations. Holcomb Hathaway Publishing, 2007. Green, Tristin K. "Work culture and discrimination." California Law Review(2005): 623-684. 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