Diversity in Organization | Study

RUNNING HEAD: DIVERSITY IN ORGANISATION

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Introduction:
Beyond Blue Stop once released an advertisement that contains the promotion of three
main ideas- Think. Respect. Campaign. This advertisement clearly underlines the presence of an
“Invisible discriminator.” The advertisement was made focusing on the rising of the awareness
against the ill effects of racial discrimination towards the Torres Strait and Aboriginal islander
people. Though the advertisement was aired keeping in mind the discrimination against a
particular section of people, the presentation was generalised enough to be applicable in the
general context of racial diversities in an organisation. Cultural and racial diversity is one of the
primary causes that foster dynamism and various angles of thought to the company. However,
the Racial Discriminations that the employees face in a diverse culture has been overlooked
many a time with the emergence of globalisation and internet information. Though in the era of
technology and globalisation it may seem to be easy to go and work at any part of the world, if
an individual as proficiency in his area of expertise, in reality, the problem of discrimination is
still a major issue of concern (Syed, J. and Ozbilgin, M., 2019). Revelation from various
employees has been noted where there had been the clear stating of the fact that they had been
facing harassment or discriminations from their co-workers and bosses for their identities.
Moreover, it has also been noted that the scope of promotions has been reduced in the case of the
non-residents. The recent research by the Victoria’s Equal Opportunity and Human Rights
Commission has documented 90% increase in the racial discrimination in the workplace.
Australia being a richly diverse and multicultural society faces both the benefits and problems of
the ethnical diversities in the workplace environment. The current essay aims at identifying the
various aspects of the diversities in organisation and takes into account the ethnic diversities of

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Australia that results in various benefits as well as the disadvantages of this diversity. In the end
of the essay, the possible diversity management strategies that the HR section of the
organisations in Australia can resort to.
Diversity in Organisation:
In the context of organisation, the term diversity refers to the assortment of the varieties
among the employees in the workplace. Diversity does not essentially mean the process of the
perceptions of the individuals about themselves but also the way in which they apprehend others
(Bassett‐Jones, N., 2005). However, the proper form of diversity management in an organisation
refers to the positive response of the organisation in providing equal opportunity and
environment without making any sort of discrimination and biasness. The HR wing of any
organisation has to effectively handle the various dimensions of diversity like the communication
process, adaptabilities and other changes within an organisation. The diversities in an
organisation consists of the social issues like the gender, age, race ethnic groups, personalities
and background and at the same time takes into account work related components like
organisational function, culture or designations. The diversities in the organisation can be
classified as follows according to Kim et al,2015 are:
Primary Diversities: Ethnic groups, gender, disabilities, Race, Age.
Secondary Diversities: Geographical region, education, family background, Nationality, Sexual
Orientation, Economic Status, Religion, Language etc.
Tertiary Diversities: Perceptions, Group Norms, Attitudes, Feelings, Assumptions etc.

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There are however, differences in the concept of diversity in workplace in various
company owing to the rules and business goals or purpose of the organisation. Thus when taken
into consideration the diversity in the workforce, the issues that are to be taken into
considerations are:
Company type: the type of the company is an important pointer towards the creation of a diverse
workforce. The companies vary in their activities and company size and thus, decide accordingly
whether it would fit in it a diverse workforce. The tendency of employing a large number of
employees and as a result a diverse type of employees, are present in the public company
compared to the private companies (Stone,2017). Such differences in opinion and decision are
also seen in unlimited company, Limited Liability Company or the government company.
1. Organisational Culture: Organisational culture is defined as “set of values that are shared
in the organisation, which reflects on the company activities.” The five factors that guide
the culture of an organisation are- vision, value, place, people and History. The
organisational culture of one company varies from the other and thus, the nature of
diversity also varies.
2. Location of the Company: the location of the company is another major issue that has to
be taken into consideration for understanding the nature of diversity in the company.
Diversity Setup in Australia:
Australia is considered to be one of the most richly diverse as well as multicultural
society. According to a census conducted in 2016, 75% of the residents in Australia have been
identified to have their ancestries in places other than Australia. This statistics is a very vital
pointer towards the development of the diversity in Australian organisations. According to the