Strategies to Promote Diversity in the Workplace

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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Factors influencing diversity
Leadership
principles
Business
nature
Relationship
with
stakeholders