Managing Diversity in the Workplace - Case Study Example

Managing Diversity in the Workplace Name Institution Case Study 1 Diversity is the perspective and experiences that stem from differences in religion, sexual orientation, gender identity, race, age, or culture (Bennett, 2001). It entails active promotion of the community and encompasses various differences such as educational background, work experience, and geographical location. Diversity is important as it is the driving force towards the enhancement of economic competitiveness as it puts into proper use the abilities and talents of citizens in bringing individuals from distinct cultures and races together. In addition, it promotes organizational goals by questioning stereotyped preconceptions which allows employees from different walks of life to think and communicate effectively thus inculcating critical thinking. Establishment of a diversity policy in every workplace serves to eliminate unlawful harassment, victimization, and unlawful discrimination, which is in conformance with the Equality and Human Rights Commission (Bennett, 2001). Workplace diversity policy upholds the fundamental principles and concepts of Equal Employment Opportunity (EEO) by incorporating measures that address development of a convenient workplace culture that gives a leeway for employees to balance their personal lives and work. The legislative framework that underpins workplace diversity includes Sex Discrimination Act 1984, Racial Discrimination Act 1975, Age Discrimination Act 2004, and the Fair Work Act 200. The repercussions any institution may be confronted with as a result of downplaying diversity is loss of productivity as a result of increased altercations and inability to either retain or attract valuable employees which eventually leads to loss of investments in the course of training and recruitment. An action that can be taken to implement and improve the diversity policy in the workplace that Juan should consider is setting annual aggressive targets that are achievable for promotions and diversity hiring by using diversity scorecards as it will demonstrate opportunities and track progress in ABC-XYZ Ltd to both customers and the workforce. Another action Juan may partake is ensuring that all employees always treat others with respect and dignity notwithstanding the race, sex, or culture. This will enhance a close coordination among all employees and eliminate any miscommunications likely to arise. Additionally Juan may also consider developing a complaint resolution process that is effective and fair and that will ensure all the employees’ complaints are thoroughly scrutinized and addressed by a trained professional. The complaints should then be subjected to mediation, arbitration or any apt dispute resolution mechanisms. Juan should ensure discipline, equitable hearing, promotion practices, and compensation to ensure the employee motivation is not compromised. This will be efficiently achieved through consistent demand and applications of diverse policies such as the preservation of cultural diversity. Monitoring and acting on the workforce data of ABC-XYZ Ltd is another action that may implement diversity policy through the establishment of a valid employment database that focus on matters pertaining to promotions, equity of employees and hiring. Juan should also consider the awareness of the executive management on the responsibility to be involved in issues that pertain to workforce diversity. Under this policy, the management should recognize the legal and business risks that they will be faced with failure to meeting the workplace diversity requirements. Improvement of the diversity policy is paramount and may benefit ABC-XYZ Ltd from a productivity standpoint. The measures to improve diversity policy include broadening of the recruiting base by not restricting a particular geographical area as some opportunities to come up with a diverse workforce may be missed. Language training can also be used to improve diversity because it eliminates language barriers thus making qualified applicants with distinct languages to be eligible for employment at ABC-XYZ Ltd. Diversity policy can also be improved through evaluation of candidates against a standardized form to prevent any discriminatory actions that are inclined to hiring practices. Some legislative policies exist to complement workforce diversity policy. An example is the Employment Equality Act that was brought into force in 1999 (Bennett, 2001). The act addresses matters that compromise diversity policy under sexual harassment, promotions, working conditions and equal pay. The Disability Act 2005 whose enactment was in 1st September 2005 include measures that tend to underpin the involvement of persons with disabilities and accord them the right to be related to institutions of higher learning in effect from 31st December 2005. The Race relation Act 1976 ensures that diversity policy is not overlooked as it makes a provision in regards racial grounds between various different races. Section 2 further emphasizes that a person will be deemed as a ‘discriminator’ if he victimizes another person by treating them less favorably. Case Study Two The main diversity issue in the case study revolve around age related prejudices that subsist between Rachel and Doreen. This can be attributed to the fact that Doreen is much older (47yrs) with vast knowledge and experience on sales and marketing while Rachel who is only 21 yrs feels she is competent as well because she has worked for only six months and her work has been commendable. This brings about conflicts of interests. Age related prejudice can be alleviated through provision of relationship-building platforms where all employees participate regardless of their ages. Actions that would assist the staff members to work effectively among one another are encouraging diversity by establishing special work groups and teams. However, the teams should always utilize the skill of the most proficient employee regardless of the age and the quality of work experience obtained. This would reduce age related prejudices because employees would respect one another on the grounds of knowledge and work experience and not the age factor per se. Another action would be identification of potentials problems within the business and handle them accordingly through appraising the culture of the business and providing a work environment that is conducive for employees of all age differences. The training needs that can be implemented include training employees to exhibit cultural sensitivity to promote tolerance and enhance better communication in the workplace. However, a good training program would only be successfully implemented if it considers positive experiences and does not rely on any accusatory tone. Another training need that can be implemented is having employees analyze their diverse backgrounds and how the prejudices would affect the operations of the business to come up with measures that will reduce the diversities for smooth running of the organization. Training recruited personnel by imparting them with skills that will scrutinize the current workforce to fill the missing skills gaps is another training need that can be implemented. Leadership can be demonstrated by making appropriate and timely changes that show thinking creativity in coming up with new innovative ideas that employees can look up to and feel inspired. Leadership can also be demonstrated by being fair minded and treating everyone fairly by being sensitive to feelings, displaying empathy and showing endurance in physical and mental stamina. A leader should also give credit where it’s due by showing sincere appreciation to acknowledge the impact made by employees. Their contribution to the organization should always be acknowledged. Assessment task 3 project The diversity policy is maintaining and implementing programs that will lead to success in embracing differences and similarities of cultures, people, and ideas. The Diversity Advisory Council sees to it that senior management is equipped with apt recommendations that advance the efforts of the company towards attainment of the set diversity goals. Associates of the company are provided with opportunities that create a platform for them to connect and interact with those colleagues that have similar backgrounds. Response The above diversity policy has been researched from the Coca cola Company, which is committed to fostering, preserving, and cultivating cultural diversity. It embraces and encourages its workforce without considering the differences in color, age disability, marital status, race, political affiliation, or religion. The diversity relates to the context of the workplace in that all the employees of the company are entitled to treat each other will respect and dignity as well as exhibiting a conduct that portrays unity when working either in the company or at other events that are outside the work site but still sponsored by the company (Bennett, 2001). The management with the help of Diversity Advisory Council should follow this up. It is also the obligation of the employees to show up at annual diversity trainings organized by the company to fulfill their responsibility and enhance their knowledge. An employee exhibiting inappropriate behavior is subject to disciplinary action. The diversity policy can be improved through clarification to the employees on how diversity would benefit the company and how each employee would eventually benefit as a result. The diversity policy can also be improved by conducting performance review systems to eliminate “cascading bias” which will strengthen the company by ensuring various leadership styles are adopted. In future, the company should widen its recruiting base without favoring some particular areas to experience an opportunity to recruit a diversified workforce. The company should therefore use job boards and open publications to reach a larger population. The company will thus be in a position to recognize genders that may have differing career trajectories. The training that the staff at Coca Cola Company would require is language training because the recruited employees are from different cultures may need one unifying language, which they can both understand. Language training would be necessary in promoting success for personal evaluation. The staff also need to be trained on how to work together to promote a culture that promotes “flexibility without shame” by having a flex-work program. The diversity policy will be implemented by cooperation and respectful communication between employees all across the company, encouraging teamwork, and employees’ participation where all employee groups are involved and coming up with contributions towards the community from both the employees and employers, which amounts to respect for diversity. Any employee that feels like they have been subjected to any discrimination that crosses the diversity policy of the company should seek legal help from the HR Representative (Bennett, 2001). Benefit of diversity policy is that it increases innovation due to a wider range of insights and perspectives, improved services to the clients as community diversity is observed and promotes the equity principles as well as diversity in the economy and the community at large. Diversity also helps in the enhancement of communication skills and building synergies that embraces new attitudes in a work team. Reference Bennett, T. (2001). Differing diversities: Transversal study on the theme of cultural policy and cultural diversity. Strasbourg: Council of Europe Pub Read More