Towards an Inclusive Workplace in Practice through Diversity Management

TOWARDS AN INCLUSIVE WORKPLACE IN PRACTICE THROUGH
DIVERSITY MANAGEMENT

Introduction
Diversity management has been defined as the practice of supporting and addressing numerous
lifestyles and individual attributes within a delineated group. The concept specifically includes
aspects like educating a diversified group and offering sufficient support to them to gain
acceptance and respect or various culture, race, geography, background, economy and political
backgrounds. As per Rice (2015), the factors responsible for the inclusion of diversity
management within the workplace are demographic, creative thinking abilities, dealing with
uncertainties, business expansion, cross-functional, risk-taking attitude, high growth, etc.
The present essay attempts to evaluate the concept of diversity management and the reasons
leading today's brands to focus more on it in the context of Australia. The efforts organisations
can take to improve the diversity scenario in the workplace would be discussed. Finally, the
researcher wraps up the discussion by way of concluding note.
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Diversity Management: Towards an Inclusive Workplace Practice
Initial steps that could be introduced in an organisational context for the purpose of assessing the
situation that may require implementation of diversity management within the workplace may
involve cultural supervision that plays a significant function in the organization of a diverse
team. It specially orients resources from dissimilar cultural background regarding the latest
activities or surroundings they managed to establish themselves in (Rice, 2015). Supervisors to
monitor the process could be introduced in several manners, for example, individual person, an
association, group of people, a discussion group and so on, with the purpose of deriving
maximum benefits from the working surroundings in which diverse culture and suppositions
meet (Zanoni, 2014). One would identify the fact that being an effectual cultural adviser does not
need to repeatedly depend on any commencement of sophistication. This is how the resources
witness the supervising relationship that verifies its achievement.
The background of diversity management strategies may lie on the fact that the management of a
business organisation must value its human resources and its cultural variations with utmost
sincerity and as a weapon to fight the un-sustainability (Wrench, 2016). The management should
be conscious of its both merits and demerits to have to use wise methods in the final decision-
making processes within the workplace. High levels of productivity within the organisation have
been one of the chief challenges for management and line managers and also to the company in
common as well (Barak, 2016). As a result of the fact that all businesses have its individual
exceptional internal structure and goals, dissimilar policies might be utilised to address or
challenge the business with the intention of enhancing final productivity. One of those policies
includes implementing workplace diversity and organising it successfully. In other words, the
strategy sets in the given context may involve consideration of situational impact, the effect of
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