Strategies to Promote Diversity in the Workplace

This document discusses strategies to promote diversity in the workplace. It covers topics such as educating managers, creating friendly work policies, clear communication, employee engagement, and mentorship programs. The importance of diversity in business and the qualities of an inclusive leader are also explored.

ADVANCE DIPLOMA OF MANAGEMENT
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Executive summary:
Towards the continuation of this study, it has stated in the context of how diversity is
important for workforce development and business development as well. In this support, the
quality of inclusive leader has discussed, because an inclusive leader can be that person who
worked in a diversified work culture. Moreover, qualities of a inclusive leader have stated in
this study. Lastly, it can be concluded that implementation of work diversity and cultural
diversity would be beneficial for business. Moreover, this will create a participative working
environment in workplace.
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Table of Contents
Introduction:..........................................................................................................................................4
Written activity 1 – assignment:............................................................................................................4
Q1. Listing and describing 5x strategies to promote diversity in the workplace:...............................4
Q2. Describing influencing factors of organisations’ diversity culture:.............................................5
Q3. Listing the 5x aspects for good diversity management:..............................................................6
Q4. 10x main diversity issues in the workplace:................................................................................7
Q5: 3 x key tools to train staff for better manage workplace diversity:.............................................8
Q6: Explaining the key factors in managing diversity and inclusion in a large international
organisation:......................................................................................................................................8
Q7: Listing 8x related and included topics in Diversity and Inclusion:.............................................9
Q8: Explaining why Diversity is good for business:........................................................................10
Q9: The 4x aspects for “Inclusion Work”:.......................................................................................10
Q10: 7x benefits for building inclusion within a business:..............................................................11
Q11: The 5 x mind sets for an inclusive leader:...............................................................................11
Q12: Selecting 1x aspect of discrimination in Australia and explanation:.......................................12
Q13: Explaining the “vicarious liability”:........................................................................................12
Business report and case study activity:..............................................................................................13
1. Identifying 1x diversity trend that may impact upon Australian workplaces:..............................13
2. Preparing short, specific, generic and localised ‘diversity policy’ for the branch:.......................13
3. A short training session for all the staff at the branch office (PPT presentation):........................13
4. Identifying 2x areas for improvement best practice management and successful implementation:
.........................................................................................................................................................13
5. Executive summary for conveying message about diversity:.......................................................14
Questions:............................................................................................................................................15
1. Adopting a leadership position which reflects understanding of the strategic advantage of
diversity to the organisation:............................................................................................................15
2. Embedding diversity strategies and performance indicators into company strategies, policies and
top management:.............................................................................................................................15
3. Developing, supporting and resourcing initiatives to attract and advance the position of equity
groups within the company:.............................................................................................................15
4. Embedding diversity education in induction, on-the-job training and professional development
opportunities:...................................................................................................................................16
5. Recruiting developed and deployed staff with a range of attributes that are reflective of a diverse
workforce:.......................................................................................................................................16
6. Monitoring, identifying and celebrating organisational culture, working relationships, business
results and client opinion:................................................................................................................16
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7. Analysing and communicating future trends and issues that may effect on workplace diversity: 17
8. Appropriate model and to encourage diverse leadership styles:...................................................17
9. Identifying the current and future diversity needs of the company and initiating strategies to
identify gaps:...................................................................................................................................17
10. Informing key stakeholders and constituting good practice in diversity management area:.......18
11. Formulating strategic priorities in consultation with key stakeholders in the organisation and the
communal:.......................................................................................................................................18
12. Identifying strategic priorities and surround them in performance measures to encourage staff to
be creative and innovative:..............................................................................................................19
13. Provide strategic priorities to stakeholders using a variety of strategies tailored to their needs
and purposes:...................................................................................................................................19
14. Monitoring implementation to confirm strategic diversity priorities are addressed:..................20
15. Engaging the stakeholders to contribute for evaluation of results:.............................................20
16. Monitoring and continuing, enhancing or replacing strategies, based on feedback:...................20
Conclusion:..........................................................................................................................................21
Reference list:......................................................................................................................................22
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Introduction:
Workplace diversity is an important factor for every organisation. Along with this, the
managers within the organisations should have proper knowledge so that they can treat or
train their team members for better performance. On the other hand, diversity in workplace is
important for exchanging values and morals among the employees. This will create a
diversified work culture within organisation. Towards the continuation of this study, different
aspects of workplace diversity have been discussed and in the context of how the aspects are
getting effected discussed too. Moreover, with the context of workplace diversity, the
importance of leadership and relationship with stakeholders is also discussed. The crux issue
of this study is Australian companies’ workplace diversity; therefore, Australian policies for
workplace diversity have been discussed in this respect.
Written activity 1 – assignment:
Q1. Listing and describing 5x strategies to promote diversity in the workplace:
The strategies to promote diversity in the workplace are stated below:
Educating the managers:
It is not necessary that the employees or managers would know everything or else they would
perform perfectly. Whatever the situation is, all the new joiners should be educated before
allocating jobs in workplace (Guillaume et al. 2017, p.291). This preliminary knowledge or
education would lead to create idea to perform the assigned task.
Create friendly work policies:
The policies or norms should be friendly for the employees and other workers so that they
can easily understand those. Along with this, the policies should not be too tough to obey. In
this case, a participative culture and decision making process should take place while making
policies (Ng, and Sears, 2018, p.12).
Clear communication with employees:
There should be a clear communication between the managers and employees.
Communication barrier might create hazardous situation or result within organisation.
Opportunity for employee engagement:
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All the employees within organisation should have equal or sufficient opportunity to show
their effort and talent. This will create space for the employees for showing the creativity of
the employees.
Mentorship programmes:
Mentorship programmes are important to give assurance to the employees that they have
space or opportunity for their workforce development.
Q2. Describing influencing factors of organisations’ diversity culture:
There are several factors which can influence the diversity culture of an organisation.
Therefore, it is necessary for an organisation to monitor those factors so that smooth working
process can be maintained. The discussions are as follows:
Figure 1: Factors influencing organisation’s diversity culture
(Source: Barak, 2016)
Principles of leadership:
Sometimes it can be seen that the leadership policies of an organisation do not satisfy the
employees due to the strictness. Comparatively simple and understandable policies would
satisfy the employees or else the diversity culture would disrupt (Barak, 2016).
The business nature:
The workers and employees should understand the business nature; that means they should
understand the product or services. In this respect Lambert (2016, p.68), they would not be
able to make relationship with customers and cannot resolve issues if the business nature is
out of their ideas.
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FactorsinfluencingdiversityLeadershipprinciplesBusinessnatureRelationshipwithstakeholders

Relationship with stakeholders:
The relationship between company and its stakeholders is important, because business needs
stakeholders to run and survive in market. Therefore, it is important to have effective
relationship with stakeholders (Graham et al. 2017, p.251).
Q3. Listing the 5x aspects for good diversity management:
The management of diversity culture is important for having continuous workflow level.
Therefore, few steps would need to be followed:
Figure 2: Diversity management
(Source: Kim et al. 2015, p.261)
Good communication:
Good and effective communication would necessary for better management of diversity. The
employees should have right to discuss or report directly to their seniors; so that problems
can be resolved easily and an effective relationship would be maintained.
Friendly organisational policy:
According to Ng and Sears (2018, p.12), the policies or norms should be friendly for the
employees and other workers so that they can easily understand that. Apart from this, the
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ManagementofdiversityCommunicationFriendlypolicyParticipativeleaderOpenmindedObjectivebasedwork

policies should not be too tough to obey. In this case, a participative culture and decision
making process should take place while making policies.
Participative leadership style:
A participative leader can easily manage the diversified work culture. The participative leader
involves everyone in decision-making process; so, the ideas from each employee would
create an innovative decision for organisation (Riccucci, 2018, p.39).
Open – minded work process:
Am open minded work culture is helpful for managing the diversity within organisation. In
this case, the employees would have right to share their ideas and opinion towards
completion of business objectives. This managing process would reduce the chance of failure.
Objective basis work flow:
Clear information and knowledge about organisational objectives are important or each
employee. Otherwise, the working process would be tracked-off.
Q4. 10x main diversity issues in the workplace:
Towards the management process of workplace diversity, there few issues might take place.
Those issues should not be there, but appearance of those would have impact on diversity.
The 10 main diversity issues in the workplace are as follows:
 Lack of respect in workplace will create issue in workplace diversity and that would
effect on the organisational outcome.
 Conflict in decision – making process would reflect a competitive working condition
in a workplace; whereas, the working condition would need to be friendly not
competitive.
 Lifestyles of different people are different. However, that should not effect on work
culture; otherwise, organisational working environment would be disturbed.
 The cultural and ethnic differences would create diversity issues within an
organisation. Therefore, it is important not to have any cultural differentiation within
workplace (Werth and Brownlow, 2018, p.26).
 Gender difference is also an issue for workplace diversity.
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 Harassment of junior employees by senior employees is another issue for workplace
diversity (Lynch, 2017, p.44).
 Communication carrier should not take place within workplace; because this would
create more problems towards the fulfilment of organisational objectives.
 The generation gap should not visible in workplace, otherwise, diversity will disrupt.
The work experience should remove the generation gap.
 The disability factors should not take place in workplace. In this support, Meyers and
Vallas (2016, p.111) stated that disability might be removed by mind power, that
means, people with disability might become good instructor.
 A constant training process should have there within workplace; otherwise, the
performance level will go down and diversity will disrupt.
Q5: 3 x key tools to train staff for better manage workplace diversity:
It has discussed that the workplace diversity might get affected by different factors. However,
there are few areas which indicate employee related factors that affect workplace diversity.
That means, due to lack of employee knowledge or competency or poor communication
etcetera, the workplace diversity get disrupt. Therefore, it is necessary for organisation to
train their staff or employees for better manage workplace diversity. The training tools are as
follows:
a) On the job training
b) Group discussion
c) Mentoring
Q6: Explaining the key factors in managing diversity and inclusion in a large
international organisation:
Managing diversity in workplace is an important factor. Therefore, it is essential for the
managers to know the issues within workplace diversity. According to Phillips et al. (2016,
p.270), the simulators in managing workplace diversity might get effected by internal or
external factors like, lack of communication, business nature or policy etcetera. Therefore,
the managers or top-level executives should focus on those issues and make effective strategy
to remove the problem areas. There are some key factors which need to be maintained or
focused in managing diversity:
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i. A proper communication should be maintained within workplace for managing the
diversity. The misunderstanding and other issues would be resolved with proper
communication. Moreover, a barrier free communication path should be there
between managers and subordinates (Harvey and Allard, 2015, p.33).
ii. A participative working culture should maintain within organisation. This working
culture will encourage the employees towards their roles and they would understand
their importance in organisation. This working culture is key factor for large
international organisation like Google Inc.
iii. On the other hand, rewarding the employees would encourage them and increase their
workforce level. Along with this, the creativity would increase in work. The
rewarding system can be monetary or non-monetary.
Q7: Listing 8x related and included topics in Diversity and Inclusion:
The related and included topics in diversity and inclusion are as follows:
I. The gender pay gap is one of the related topics in diversity and inclusion. Here, the
organisation would need to pay same amount to men and women based on their
performance.
II. Now government has specified three genders officially. Therefore, it is necessary to
identify the gender in workplace. However, the pay off should be based on the
performance level.
III. Workplace harassment is a current issue in different organisation. Therefore,
organisations should have harassment policies (Holck, 2018, p.224).
IV. Performance appraisal techniques should be involved in organisation. This will lead to
increase the workforce level of employees.
V. The employees should deal with work diversity counterattack. Nevertheless, few
factors might create issue in workplace, but need to chase those to overcome (Rasul
and Rogger, 2015, p.460).
VI. The generation gap should be removed by creating link between those. This link can
be made by effective communication and participative work culture.
VII. The disabled person should have equal rights for working within an organisation.
VIII. An effective relationship is necessary between managers and sub-ordinates.
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Diversified work culture
Work experience and talent
Business innovation Business practices and performance
Better market share and position
Q8: Explaining why Diversity is good for business:
Work diversity is adopted by many organisations worldwide. In the words of Meyers and
Vallas (2016, p.117), adopting work diversity is necessary for economic benefits and
technological benefits for organisations. That means recruiting experience employees from
external sources will give economic benefit to organisation; along with this, adopting
advance technology from outside will provide better outcome to the organisations. However,
Harvey and Allard (2015, p.42) stated in opposed to that work diversity might create conflict
in decision making process within organisation. That means, work diversity has pros and
cons simultaneously for business.
Figure 3: Diversity for business development
(Source: Holck, 2018, p.230)
Therefore, it can be concluded that work diversity is necessary for organisational
development. Work diversity is helpful for building company reputation in market. In this
respect, company can develop their business ethics. Therefore, a fair employment can be
practiced. Nevertheless, including work diversity with talent the company will have
innovation and that would lead to have business development economically.
Q9: The 4x aspects for “Inclusion Work”:
Inclusion works are the additional activities which enhance the profitability and performance
of organisation. Nevertheless, it maintains the relationship between the works and managers;
along with this, a participative and co-operative working environment is maintained by
inclusion work. In the words of Kim et al. (2015, p.266), inclusive work is helpful for better
understanding of customer needs. Therefore, an effective relationship is maintained between
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company and customers. On the other hand, inclusive work creates a better environment for
organisational work. The other aspects of inclusion work are as follows:
a) Increases the team performance towards organisational objective fulfilment
b) Maintains a participative and co-operative working environment, where employees
share their experience or ideas to fulfil others’ tasks
c) This encourages employees to share their ideas in work; so innovation and creativity
takes place
d) The overall initiation boost-up company’s image and goodwill in market
Q10: 7x benefits for building inclusion within a business:
It has discussed that inclusion work within a business maintains the relationship between the
works and managers; along with this, a participative and co-operative working environment
is maintained by inclusion work. Apart from that, inclusive work is accommodating for better
understanding of customer requirements; for that reason, an effective relationship is
maintained between company and customers. Instead of this, inclusion work has other
advantages within a business:
i. Easy recruitment and retaining process for employees in organisation
ii. Increases the workforce level of employees
iii. Enhances the innovation and creativity towards company objective fulfilment
iv. Helpful to satisfy the business stakeholders along with customers
v. Helps to establish base in new market area
vi. Enlarge image of brand in competitive market area
vii. Finally, helps to increase the profit and other economic benefits
Q11: The 5 x mind sets for an inclusive leader:
According to Lambert (2016, p.68), inclusive leaders are member oriented, they are able to
choose the talent and can motivate the team members for better performance. Along with this,
an inclusive leader implements participative style for handling team members. Moreover, the
leader would need to have proper information about business, company objectives,
competitors and market. The mind sets for an inclusive leader are as follows:
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a) Due to increase of demand in market, many companies have set-up their business to
complete the demands. Therefore, a diversity situation has set in the market, but an
inclusive leader would need to have knowledge of this market.
b) Therefore, the leader would need to select diversified talent and the leader would
maintain a participative work culture.
c) The leader would treat and train the team members equally and would provide same
category of information to enhance their performance.
d) The leader would maintain an effective communication process between team
members.
e) The inclusive leader would listen to team members also for decision making process.
That means the leader would be a good listener.
Q12: Selecting 1x aspect of discrimination in Australia and explanation:
The discrimination in Australia is democratic or participative working environment. In this
respect, the employees in Australian firms are free to work as their own. That means the
employees would do exactly what has to do, no additional work will be done by the
employees. That does not mean that the employees do not follow organisational objectives or
do not fulfil their responsibilities. On the other hand, due to participative nature, the
employees are able to maintain and effective working environment (Bca.com.au, 2019).
Q13: Explaining the “vicarious liability”:
According to law, vicarious liability is also known as explicit liability. As per rule of this
legal term, vicarious liability is applicable in employment purpose. If any employee causes
for any damage of something which is belongs to some external party, in that case, the
employer would be liable for recovering the damage as the employee did the damage during
duty hour and that was unintentional. This liability is applicable to the employer. This
liability is necessary to encourage and to make employees secure so that employer is always
there to save them from external factors.
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Business report and case study activity:
1. Identifying 1x diversity trend that may impact upon Australian workplaces:
According to current trend and situation, it has researched that labour trend has impact upon
Australian workplace. Due to diversified education system in Australia, employees from
different areas are coming out. Along with this, the experienced workers and labours are also
in great demand. The work potentiality of employees and workers has increased their
performance and workforce level towards organisational objectives. Therefore, the labour
trend is showing upward trend and expecting this will lift more upward. On the other hand,
current workers know well about diversity in workplace and they are capable enough to cop-
up with this (Forbes.com, 2019).
Therefore, the Australian organisations are also providing perceived level remuneration to the
workers. Along with this, the companies take care of the workers by fulfilling each demand.
This loyalty from employer enhances the workforce level of workers towards fulfilment of
organisational objectives. As per the report of Forbes business, computer based jobs have
been increased by 13%, engineering jobs have increased by more than 25% in last 5 years.
That means the employees and workers are competent enough and understood the market
demand and based on that they are preparing themselves. Due to the rapid growth of labour
trend, the market competition would increase more in future. Therefore, the Labour Statistics
Bureau has predicted a huge future demand of workers in Australian companies
(Forbes.com, 2019).
2. Preparing short, specific, generic and localised ‘diversity policy’ for the branch:
As the Australian company is to start a new branch in Darwin, so equal employment policy
would need to consider as diversity policy; that means new recruitment would take place
from that locality. Along with this, performance appraisal method would be applicable for
employee workforce development. The employees would have their experience based jobs.
3. A short training session for all the staff at the branch office (PPT presentation):
Refer to PPT presentation.
4. Identifying 2x areas for improvement best practice management and successful
implementation:
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As it is clear that diversified working culture is adopted in Australian companies, the
companies have designed their policies on that manner. Towards the planning of training for
employees, it has cleared that the employees would need to understand the necessity of the
training session, than only they can increase their performance. Moreover, employees would
need to have clear knowledge about organisational objectives and policies. Therefore, it is
clear that importance of employees and focus on market is important to become a successful
Australian business. Along with this, it is essential for the company to maintain effective
relationship with their stakeholders and customer as well. The areas of improvement as best
practice management are stated below:
Employee benefit: In the words of Kim et al. (2015, p.260), employee benefit is important for
every organisation. Along with this, the companies would need to maintain a good
relationship with their employees.
Stakeholder relation: As per the case scenario, it is necessary to maintain good relationship
with stakeholders who will join newly to the new branch. In this case, the organisational
manager would need to fulfil he demands of stakeholders and the shareholders or investors
would need to have perceived return on their investment.
5. Executive summary for conveying message about diversity:
In this case, “Cultural Diversity in the Workplace – Speech” has selected; because the
ongoing trend or work culture in maximum organisation is diversified culture, means people
from different culture and different knowledge or ethics are working together. Towards the
continuation of this study, it has stated in the context of how diversity is important for
workforce development and business development as well. In this support, the quality of
inclusive leader has discussed, because an inclusive leader can be that person who worked in
a diversified work culture. On the other hand, cultural diversity is necessary for the exchange
of ethics and knowledge. Moreover, in this study the necessity and impact areas of cultural
diversity have stated clearly.
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Questions:
1. Adopting a leadership position which reflects understanding of the strategic
advantage of diversity to the organisation:
Adopting a leadership position, the leader would need to have proper knowledge of working
in diversified working environment. Moreover, the leader would need to have knowledge
regarding the issues within diversified work culture. This quality would lead to provide a
strategic advantage to the organisation. Then only, the leader would be able to become or
adopt leadership and can train the team members. Along with this, a good leader will always
focus on participative process so that team members can share their efforts and idea. On the
other hand, the leader would listen to the team members, which is necessary for strategic
advantage of diversity to the organisation.
2. Embedding diversity strategies and performance indicators into company strategies,
policies and top management:
As per the statement of Werth and Brownlow (2018, p.39), diversified strategies are useful
for dynamic market situation and company’s internal situation as well. The diversified
policies or norms should be friendly for the employees and other workers so that they can
easily understand those. Along with this, the strategies are not too tough to obey. In this case,
a participative culture and decision making process should take place while making policies.
On the other hand, the diversified strategies are made in participative working environment;
therefore, the indicators can embed into company strategy, policies and for top management.
3. Developing, supporting and resourcing initiatives to attract and advance the position
of equity groups within the company:
Company equity groups are important for investment activity and they have right to get first
priority from company dividend or profit. Therefore, it is necessary for the company to build
trust of equity members or investors. The first return on investment is necessary to build the
trust. Through this process, the company would be able to gain loyalty. According to Harvey
and Allard (2015, p.31), it is necessary to set an attractive dividend rate for attracting the
investors and make them equity groups within the company. That means, they would become
the first priority investors of the company. On the other hand, the participation of equity
members in decision making process would be more profitable for the company.
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4. Embedding diversity education in induction, on-the-job training and professional
development opportunities:
Induction and on – job – training both are important for a new employee. The managers
should leave any gap within the training process. In this respect, the employees should focus
and clear their doubts on their upcoming jobs. The factor diversity has great impact on
company’s strategic development. Therefore, embedding diversity in induction and on – job –
training would make employees more competitive and increase their workforce as well.
However, a monitoring process is necessary to measure their growth level, because no space
should be left in decision making process. The first stage is employees’ workforce
development, after that professional development opportunities would need to add like bonus,
rewards etcetera for more development (Bca.com.au, 2019).
5. Recruiting developed and deployed staff with a range of attributes that are reflective
of a diverse workforce:
While selecting the staffs for fulfilling company tasks and objectives, it is necessary to
examine the knowledge level and experience level of the employees; because based on that
only work allocation or deployment should be done (Guillaume et al. 2017, p.293). In this
case, to have developed and deployed staff with a range of attributes, the managers should set
a pre-work examination so that their skills and knowledge can be measured. On the other
hand, for developing the workforce level the manager might use role playing technique so
that the employees or team members can see practical issues during job.
6. Monitoring, identifying and celebrating organisational culture, working
relationships, business results and client opinion:
Monitoring the working relationship, business results and client opinion, the manager would
need to separate activities among different team members; because monitoring all activities at
a time would create hazardous situation. Therefore, distributing the tasks would lead to have
accurate results and decision making process would be more effective for managers. On the
other hand, celebrating organisational culture, the employees would need to take part on that;
because in the context of when they would communicate and co-operate each other, then only
culture would be celebrated. Apart from that, business results would be better after analysing
the client opinion and discussing the ideas of team members.
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7. Analysing and communicating future trends and issues that may effect on workplace
diversity:
There could be different issues which might effect on workplace diversity, for example
miscommunication among team members, cost effectiveness, job dissatisfaction, conflict to
change etcetera. As these trends and issues have effect on workplace, these will effect in
future also (Riccucci, 2018, p.28). However, working on those issues might reduce the effect
in future, but there are few issues which can still exist like conflict, cost effectiveness
etcetera. There should be a controlling process through which the issues could be controlled
in future.
8. Appropriate model and to encourage diverse leadership styles:
There could be different leadership styles theoretically, for example democratic leadership
style, autocratic style, laissez-fair style, strategic style, transformational style of leadership
etcetera. However, there are three leadership styles which are in use mostly, like authoritarian
leadership, participative leadership and laissez-fair leadership. Authoritarian leadership style
is consisting of high level of control, whereas laissez-fair style is consisting of low level of
control and participative style is balanced. The diversified work culture is based on
participative leadership style, because decision making process in diversified work culture is
made by opinions of all team members.
Figure 4: Promoting Leadership styles
(Source: Meyers and Vallas, 2016, p.109)
9. Identifying the current and future diversity needs of the company and initiating
strategies to identify gaps:
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The diversity needs would be identified by analysing the workplace environment and
business outcome. Effective work culture would reflect proper communication and
participation of each member in decision making process. Then only, the business results
would become profitable. However, the absence of diversified working culture would create
conflict in workplace level. Along with this, a mutual understanding would not be there if
diversified culture is absent. Therefore, these situations would be helpful to conclude that the
current and future working situation needs diversified culture.
10. Informing key stakeholders and constituting good practice in diversity management
area:
As per the company norms and business law, all stakeholders of the organisation must have
perceived information for their decision making process. However, it is company’s duty to
provide necessary information timely to the stakeholders or to provide information to
stakeholders on their demand (Harvey and Allard, 2015, p.42). For example, the investors
would need to have information about company’s financial statement and profit as well. In
this case, company would need to send all necessary information via mail so that they can
avail those instantly. On the other hand, government will have information about company’s
annual statement, tax liability etcetera.
11. Formulating strategic priorities in consultation with key stakeholders in the
organisation and the communal:
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Figure 5: Decision making process
(Source: Rasul and Rogger, 2015, p.458)
Consultation with key stakeholders is important to formulate strategies. The key stakeholders
like investors, shareholders, top-level managers and government have right to take part in
decision making process. Involving stakeholders’ decision making process shows diversified
working culture within organisation. In this case, every stakeholder would share and
contribute their idea or opinion. Analysing all the information, the final decision would be
taken, where everyone will show their interest and that decision would be implemented as
strategy.
12. Identifying strategic priorities and surround them in performance measures to
encourage staff to be creative and innovative:
Strategic priority would reflect after work distribution process, where jobs will be distributed
as per employees’ background. Here, each employee should understand their roles and
responsibilities towards the fulfilment of company’s objectives. Along with this, employees
should be capable enough to take necessary decisions in business. On the other hand, the
managers should provide enough space so that employees can share their ideas and create
effective strategies for business development. The barrier of strict rules should be removed
for encouraging the employees in decision making process.
13. Provide strategic priorities to stakeholders using a variety of strategies tailored to
their needs and purposes:
Stakeholders are those who are directly or indirectly related with business. In this case, the
company should provide necessary information to the stakeholders for their decision making
process. However, it is necessary fort leaders or managers to maintain proper communication
and relationship with stakeholders. An effective strategy is able to attract company’s
stakeholders and that would be profitable ink future. The strategic priorities are as follows:
 Controlled strategic priority to handful
 Providing a summarised report to the stakeholders with proper updated data
 Explaining in context of how priorities would be accomplished
 Explaining the necessity and importance of priorities in business and decision making
process
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 Measuring the results after using the priority
14. Monitoring implementation to confirm strategic diversity priorities are addressed:
In this case, the company would need to set separate teams for different stages of business
activities, where the team members would examine the resulting outcomes of business. This
analysis would justify the appropriateness of strategic implementation. In diversified work
culture, it is important to distribute roles according to experience.
15. Engaging the stakeholders to contribute for evaluation of results:
Discussion with key stakeholders is important to formulate strategies. The key stakeholders
like investors, shareholders, top-level managers and government have right to take part in
decision making process. Involving stakeholders’ decision making process shows diversified
working culture within organisation. In this case, every stakeholder would share and
contribute their idea or opinion (Graham et al. 2017, p.240). Analysing all the information,
the final decision would be taken, where everyone will show their interest and that decision
would be implemented as strategy. Same wise, the results would be discussed with
stakeholders for more betterment.
16. Monitoring and continuing, enhancing or replacing strategies, based on feedback:
Here few steps could be followed:
 Providing necessary information and knowledge for decision making process
 Implementing participative format for making decisions, here the contribution level
employees can be measured
 During decision making process, manager could see the problem solving ability of
employees
 The most important quality of a good decision maker is to have alternate strategy,
which can be replaced in case of failure
 Feedback of customers and other stakeholders is also important for decision making,
therefore, it is necessary to monitor whether feedback analysis step is taken or not
 The manager would encourage the employees if they get failure on the way to
objective fulfilment, this will enhance and stable the working situation
Conclusion:
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This study has stated clear details of diversified work culture and its necessity for business.
Along with this, the issues of diversity have clearly discussed. Moreover, qualities of a
inclusive leader have stated in this study. Lastly, it can be concluded that implementation of
work diversity and cultural diversity would be beneficial for business. Moreover, this will
create a participative working environment in workplace.
22

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