Strategies for Managing a Diverse Workforce: Case Study Analysis

Human resource management
Case Study analysis

Question 2: What strategies need to be put in place to deal with the complexities arising
from a diverse workforce?
Answer:
Diversity in workforce is essential for the growth of organizations. A diverse workforce leads to
increased learning and offers different perspectives that enables in widening employee horizons.
The case is clear reflection of the problems that arise from a diverse workforce. In order to deal
with the complexities that arise from a diverse workforce, it is important to enforce an
organizational culture that respects and appreciates that diversity existing in the organization
(Barak, 2017). This can be done in several ways.
Trainings and development seminars must be frequently conducted in order to raise awareness
about different cultures. Organizations must appoint dedicated scholars who have an in depth
knowledge regarding several cultures and hence will be able to guide the workforce towards
effective coordination. Employees must be trained and informed about the minutest cultural
differences that exist before a diverse team is formed (Greene & Kirton, 2015). This will
enhance their level of understanding regarding different cultures and hence will also be able to
work together with effective coordination.
Leadership within the organization also plays a significant role in ensuring that the overall
organization’s culture respects diversity (Benschop, 2016). Leaders must lead with example and
demonstrate a high understanding and awareness of different cultures. An organizational culture
trickles down from top to bottom and hence leaders play an important part in ensuring that the
employees within the organization have respect and appreciation towards the diverse
environment that they work in.
Language differences are primary barriers to coordination within a diverse team. In order to
address that, language coaches and translators must be available in the organization. They must
be easily reachable by employees. Another major barrier to coordination in a diverse firm is
stereotypes (Benschop, Holgersson, Brink & Wahl, 2015). Individuals have a tendency to form
stereotypes towards cultures. This stereotyping primarily occurs owing to a lack of awareness
about different cultures. Breaking these stereotypes is absolutely essential in order for employees