Critical Analysis of Ethical and Legal Dimensions of Workplace Diversity in HR Management

This presentation critically analyzes the ethical and legal dimensions of workplace diversity in human resource management. It explores the challenges and benefits of diversity management and provides recommendations for organizations. The research is based on a literature review, survey data, and interviews with managers.

Critical analysis of the ethical and
legal dimensions of workplace
diversity in Human Resource
Management
Name of the Student
Name of the University

Introduction-Background
 In this era of globalisation Every
Organisation is Diverse
 Diversity implies sexual, racial, social,
ethnic and other diversity
 Diversity management is a major ethical
concern
 Legal obligations and Rules are the
pathway

Problem Statement
 Lack of diversity acceptance
 Discrimination and Biased culture
 Culturally incompetent workplace culture
 High Turnover
 Lack of employee engagement
 Legal objections
 Workforce complains

Introduction-Purpose
Finding the relevance of ethical and legal dimensions in
accommodating a culturally diverse workplace that
ultimately helps in gaining competitive advantage and
market sustainability. For better comprehension of the
study ethical and legal dimensions are separated and
each is considered for discussion individually.

Introduction-Objectives
 To evaluate the legal dimensions that are required for accommodating a
diverse workforce from the perspective of a human resource manager.
 To understand the ethical dimensions of accommodating a diverse
workforce from the perspective of a human resource manager.
 To review the legislative measures prior to the accommodation of a
diverse workforce.
 To review the ethical dimensions prior to the accommodation of a diverse
workforce.
 To understand the problems that a human resource manager might face
while accommodating a diverse workforce.

Introduction- Significance
• Provide an actual scenario of legal and ethical dimensions of
workplace diversity in an organization.
• Provide direction of how effectiveness of policy
implementation
• Examine challenges and issues can be mitigated holistically.
• Better understanding of the various areas a HR manager

Introduction- Structure
Chapte
r 1• Introduction
Chapte
r 2• Literature Review
Chapte
r 3• Methodology
Chapte
r 4• Results and Analysis
Chapte
r 5• Conclusion and Recommendations

Literature Review
• Reviewing Articles
• Reviewing previous researches
• Reviewing previous published reports
• Reviewing books
• Reviewing online resource

Literature Review – Points Covered
• Theoretical support
• Issues in workplace diversity management
• Evaluation and review of the Ethical dimensions from the
perspective of a human resource manager
• Gaps in legal dimensions in diverse workforce and impact on
business

Literature Review – Summary
Diversity actually enriches the company culture and
increase long term sustainability of the organization. The
ethical climate is associated with different positive attitudes
towards work, such as commitment to organization and job
satisfaction. The core functionalities of Human resource
management include job design and analysis, recruitment and
selection, workforce planning, training and development,
performance management, compensation and benefits and
other statutory and legal aspects management in regard to
employment. many organizational policies, including
promotion, development and placement, create various
psychological environments that generate different levels of
turnover between organisations

Methodology
• Positivism
PhilosophyPhilosophy
• Deductive
ApproachApproach
• Exploratory
Mixed MethodDesign

Methodology- Data Collection
• Interviewing
Managers
• Online Survey
Primary
Research
• Literature Review
Secondary
Research

Methodology- Sampling
• Non-probability
sampling
• 5 Managers
Interview
• Random Sampling
• 50 EmployeesSurvey

Methodology- Data Analysis
• Quantitative Analysis
• Descriptive and Co-relation
Survey
Data
• Thematic Coding
• QDA
Interview
Data
• Thematic Qualitative
Analysis
Literature
Review

Methodology- Ethical
consideration
Receiving consent from
respondents
Privacy and security of personal
information
Data Privacy Act

Survey Results – Descriptive
Descriptive Statistics
Mean Std. Deviation N
Experience 2.00 1.069 50
Racio_ethnicity 1.84 .976 50
Workplace_diversity 2.48 1.249 50
essentiality_diversity_management 3.76 .960 50
workplace_discrimination 2.92 1.104 50
legal_enforcement 2.56 .951 50
ethical_culture 2.60 1.143 50
Priority_Training 3.04 .880 50
Priority_legal_enforcement 3.24 1.001 50
priority_leadership_awareness 3.88 .918 50

Survey Results – Correlation
Correlations
Experienc
e
Racio_ethnici
ty
Workplace_div
ersity
essentiality_div
ersity_manage
ment
workplace_
discriminati
on
legal_enfo
rcement
ethical_cult
ure
Priority_Tr
aining
Priority_leg
al_enforcem
ent
Experience Pearson Correlation 1 -.196 -.122 .000 .069 -.120 -.167 .217 .305*
Sig. (2-tailed) .174 .398 1.000 .633 .405 .246 .130 .031
N 50 50 50 50 50 50 50 50 50
Racio_ethnicity Pearson Correlation -.196 1 .600** .742** .594** -.605** -.644** -.420** .082
Sig. (2-tailed) .174 .000 .000 .000 .000 .000 .002 .572
N 50 50 50 50 50 50 50 50 50
Workplace_diversity Pearson Correlation -.122 .600** 1 .711** .384** -.265 -.320* -.204 -.094
Sig. (2-tailed) .398 .000 .000 .006 .063 .023 .156 .516
N 50 50 50 50 50 50 50 50 50
essentiality_diversity_
management
Pearson Correlation .000 .742** .711** 1 .829** -.610** -.722** -.375** .104
Sig. (2-tailed) 1.000 .000 .000 .000 .000 .000 .007 .474
N 50 50 50 50 50 50 50 50 50
workplace_discriminat
ion
Pearson Correlation .069 .594** .384** .829** 1 -.618** -.576** -.207 .018
Sig. (2-tailed) .633 .000 .006 .000 .000 .000 .150 .903
N 50 50 50 50 50 50 50 50 50
legal_enforcement Pearson Correlation -.120 -.605** -.265 -.610** -.618** 1 .849** .217 .027
Sig. (2-tailed) .405 .000 .063 .000 .000 .000 .131 .850
N 50 50 50 50 50 50 50 50 50
ethical_culture Pearson Correlation -.167 -.644** -.320* -.722** -.576** .849** 1 .544** -.271
Sig. (2-tailed) .246 .000 .023 .000 .000 .000 .000 .057
N 50 50 50 50 50 50 50 50 50
Priority_Training Pearson Correlation .217 -.420** -.204 -.375** -.207 .217 .544** 1 -.475**
Sig. (2-tailed) .130 .002 .156 .007 .150 .131 .000 .000
N 50 50 50 50 50 50 50 50 50
Priority_legal_enforce
ment
Pearson Correlation .305* .082 -.094 .104 .018 .027 -.271 -.475** 1
Sig. (2-tailed) .031 .572 .516 .474 .903 .850 .057 .000
N 50 50 50 50 50 50 50 50 50
priority_leadership_aw
areness
Pearson Correlation .250 -.432** -.198 -.358* -.251 .172 .265 .309* .121
Sig. (2-tailed) .080 .002 .168 .011 .078 .232 .063 .029 .403
N 50 50 50 50 50 50 50 50 50
*. Correlation is significant at the 0.05 level (2-tailed).
**. Correlation is significant at the 0.01 level (2-tailed).

Interview Results

Conclusion
 Equal Employment Opportunity laws and orders are less
effective in organizations or is not given the right
importance as needed to
 Role of strategic managers in supporting workplace
ethics and integrity is immense.
 Most employees think Diversity Management is not
important at all
 Discrimination in Workplace has become much disguised
under hypocrisy making finding it very difficult.

Recommendations
 Collaborative awareness approach should be used
through appropriate leadership strategy to make the
employees aware of the discrimination issue in a very
integrated format.
 Enforcement of stronger regulation and more strict
governing policies should be ensured.
 Workforce training can be also very helpful in this case.
 Government should take significant part in it

Research Gap – Future Scope
 The results are not industry specific
 Less reliable and viable for all environment
 More legal and ethical dimensions could be researched
 In future Cronbach alpha test can be used for reliability
testing
 The sample size of the interview and the survey could be
enlarged

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