Develop and implement diversity policy PDF

Develop and implement diversity policy

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Question 1
In light of diversity, the most important problems that arises in the majority of business
operations are as follows:
Gender diversity in the workplace: When members of the diverse labour force, including
men, women, transsexuals, and others, feel separated on the basis of their sex for equal pay,
benefits, and opportunities. According to a recent survey, 40% of respondents believe that
both men and women will choose to join the military. Another study backs this up, revealing
that males are 30% more likely than women to be promoted to management positions. In
addition, males get a 24.1 percent greater base salary than women.
Respect in the Workplace: One of the most important values that contributes to a
productively improved working environment is respect among workers and employees.
Conflicts may arise when workers' diverse cultures and beliefs are not acknowledged.
Ethnic and social differences: Unfortunately, problems arising from ethnic and social
differences continue to exist in the workplace. There are still a few people who are prejudiced
towards those who come from a different ethnic, social, or religious background than they do.
Age diversity in the workplace: In larger companies, there are more diverse age groups,
ranging from teenagers to retirees. As a result, clubs and groups of friends may be formed,
and a few experts may be excluded from the group.
Question 2
A company may get a variety of advantages from diversity. A diverse workforce may more
easily adapt an organization's style of life to the Australian segment system. The following
are the many advantages:
1.Rise in profitability: A diverse workforce adds richness to the pool of ideas and cycles
that a company generates. The working force is persuaded to work harder by
imaginative ideas. Furthermore, having a diverse group may help to strengthen your
image and make it more appealing to potential consumers.
2.Quicker issue resolution: Multiple points of view allow for more creative solutions to
problems. A group with more diverse underpinnings may come up with more unique
arrangements than one with similar grounds. In continuing research across the world,

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it has been discovered that businesses with a more diverse working environment deal
with the problem more quickly.
3.Rise in innovativeness: By collaborating with people who have different
backgrounds, experiences, and working styles, creative ideas may emerge through
ricocheting ideas and giving comments and suggestions. While one person may be
exceptional at generating exciting, out-of-the-box ideas, another may have the
necessary expertise to put them into action, so it's critical to tap into everyone's
strengths and collaborate with others in the group.
4.Learning as well as development: People from different backgrounds may contribute
a variety of skills, talents, and experiences that can be beneficial to the company and
their job. Despite the fact that some cross-training may be beneficial in terms of
assisting one another, it's critical to choose people who have the right skills to fit all of
the components of the company together. Employees may also benefit from one
another because of the diversity of skills and experiences in the group. Working in a
socially diverse workforce may help you avoid the stumbling blocks of prejudice and
extremism. Diversity not only benefits the company as a whole, but it also benefits the
workers individually.
Question 3
Despite the fact that certain well-known companies have shown diversity in the
workplace, firms of any size may also provide good examples of diversity. Smaller
businesses may not get public recognition for their diversity efforts, but they may still
reap the benefits of a diverse workforce.
AT&T has received comparable feedback for its commitment to workplace diversity.
Exercises like Peace through Business, which provides business coaching to women
entrepreneurs in Rwanda and Afghanistan, have aided in showing that AT&T is a good
example of workplace diversity. At AT&T's Dallas headquarters, the company
collaborated with a business position group to equip temporary jobs for people with
mental disabilities. Through its supplier diversity initiative, AT&T has spent
approximately $158 billion working with women, minorities, and wounded veteran
groups as part of its 50th anniversary celebration.

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Question 4
a) The institutional theory acknowledges that determining an organization's structure
requires consideration of the social environment that exists inside it. It assists the
company in successfully developing and implementing organizational diversity
among all stakeholders. The social environment of the organization is a significant
factor in determining the structure of the organization, according to this idea.
Organizations are usually bound by the same set of rules and regulations.
This demonstrates that organizations that follow these guidelines gain credibility for
their activities and begin to amass financial wealth. If an organization fails to follow
these rules or standards, its activities will be questioned, and if they break the law,
they will face penalties.
b) The nature of the competitive advantage that companies may get from workers is
remarkably varied, according to the resource based approach. It's about the notion that
a company's internal resources may become a direct source of long-term competitive
advantage.
The company's tangible resources, such as its property, plant, equipment, and cash,
are needed to achieve the organization's objectives.
Patents, copyrights, brands, employee talents, reputation, goodwill, and consumer
loyalty are examples of intangible resources.
Capabilities demonstrates how well the company recruits, develops, and retains talent.
These resources may either assist or impede the organization's operations.
Organizations strive to make the most use of these resources in order to assist and
enhance company. Companies that are more diverse have a competitive edge over
organisations that are homogeneous from a business standpoint. When a development
or advancement process is used, racial diversity within companies improves financial
performance (Richard, 2000). It is discovered that organisations with more diversity
management practises in place had lower turnover and that diversity management
practises interacted strongly with an advancement system, resulting in increased
efficiency and better market execution. Companies that are diverse have a few
benefits over organisations that do not implement diversity plans.