Promoting Diversity and Inclusiveness in the Workplace: A Workshop for Ansarada Team Leaders

Running head: ASSESSMENT 3
Emotional Intelligence, Cultural Intelligence and Diversity
Student’s name:
Name of the university:
Author’s note:

1ASSESSMENT 3
Ansarada is a private organisation and it works in the technology industry as it is a global
provider of virtual data rooms. Ansarada was established in the year 2005 and it has it
headquarter in Sydney. Ansarada has more than 150 employees and the CEO of the organisation
segregates the employees by a different team. There are around 12 team leaders within the
organisation who will be the participants of the workshop. The topic of the workshop will be
‘promoting diversity and value of inclusiveness’.
Part 1
Brief introduction of Promoting diversity and value of inclusiveness
There are mainly three dimensions of the diversity, organisational dimension, external
dimension and internal dimension. Primary and secondary dimensions of personality may be
used as the source of discrimination or the advantage. There may be implicit bias towards the
individuals who are more physically attractive as this is the primary dimension and the second
dimension is associated with the dominant values of the organisation (Cottrill et al. 2014).
Within the organisation, the managers can pay attention towards all the three layers of the
diversity with the goal of using similarities and differences. All the employees must be provided
values as being valued is the key aspect of the employees’ satisfaction within the organisation.
Complexity in recognising the personalities based on diversity can be moved in and out of the
primary and secondary diversity dimension. From the organisational perspective; diversity
within the workplace can be searched on the premise which can harness the non-visible and
visible diversity dimensions that can create a productive environment so that everyone within the
organisation can feel valued and talents of the employees should be utilised and objectives of the
organisations must be met.

2ASSESSMENT 3
Downey et al. (2015) stated that inclusion can be defined in which all the members of the
organisations feel valued and welcome for who they are and what they bring to the organisation.
Within the organisation, all the stakeholders can share a high sense of fulfilled and belonging
mutual purpose. In addition, inclusion is not only the end but also it helps to manifest deeply and
broadly that felt a sense of connectedness. Inclusion can be experienced by all the stakeholders
of the organisation and customers, executives, managers and contributors all are part of the
inclusion. Inclusion is the intrapersonal; issue as this is associated with the reasoning, self-talk,
decision-making and attribution. The diversity process can facilitate opportunities that help to
increase cross-boundary creativity and collaboration. Within the organisations, gender diversity,
cultural diversity and age-related diversity are important.
In Australia, many aborigines live in Torres Island and they show the ability and
willingness to be a part of the organisation. As opined by Ozturk and Tatli (2016), diversity
allows exploration in a positive, nurturing environment and safe place and it means that people
can nurture and surpass the tolerance issue to ensure the value of the difference. Each of the
employees brings a diverse set of perspective, life experience and work. The energy of diversity
can unleash difference types of advantages reaped when these difference of individuals assist the
organisation to implement the diversity policy. In order to suspend the bias and to create
informal and formal space; social interaction is very important. This social interaction must be
person-based rather than identifying the group based individual relationship. Shared identity can
be brought through bringing the entire organisation together (Barak 2016). Inclusion process can
help to embed the groups and it is the process of integrity within the larger group that constitute
the whole. Within the organisations, employees with a disability must have special provision.