Diversity Management: Initiatives, Practices, and Effectiveness

This document discusses the identification, practices, and effectiveness of diversity management in ABC Enterprise. It explores the initiatives taken by the organization, the practices implemented, and the effectiveness of these practices. It also provides recommendations to improve diversity management. The document emphasizes the importance of managing diversity in the workplace and its impact on organizational success. The concept of diversity, its importance, and future initiatives are also discussed.

DIVERSITY MANAGEMENT

Table of Contents
Part A:..............................................................................................................................................3
1.0 Identification of diversity initiatives and practices....................................................................3
2.0 Diversity management practices of that chosen organization...................................................4
3.0 Effectiveness of these practices.................................................................................................5
4.0 Paradigms in which organization best fit...................................................................................6
5.0 Recommendation to improve diversity management................................................................7
References:......................................................................................................................................8
Part B...............................................................................................................................................9
1.0 Concept of diversity...................................................................................................................9
2.0 Importance of managing diversity...........................................................................................10
3.0 Take away from topic..............................................................................................................11
4.0 Future initiatives......................................................................................................................12
References:....................................................................................................................................13
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Part A:
1.0 Identification of diversity initiatives and practices
ABC Enterprise follows effective diversity practices within its work environment to experience
better sustainability in the highly competitive market. To continue the diversity practices, the
management of the brand has continued to employ different candidates from diverse
backgrounds. The organization is actively cultivating a wider range of employee engagement and
internal communication strategies in order to explore the benefits of diversifying culture within
the workplace. The management of this chosen organization is efficient in terms of empowering
and educating its line managers and fostering skill sets to understand the issues and conflicts
employees of a different culture face within the workplace. According to Barak (2016), to
maintain a connection between frontline workers and leadership, managers are required being
aware of and identifying the methods to support all resources to foster a diverse environment.
The present organization also conducts a comprehensive analysis of its work culture by focusing
on the office setup, availability of non-gendered restrooms, the reporting structures and finally
employee feedback mechanisms. Moreover, the workplace also emphasizes more on building a
friendly diversifying workforce policy that allows it's every resource to understand the
importance of inculcating diversify culture in today's environment and maintaining a positive
attitude towards employees from a different cultural background.
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2.0 Diversity management practices of that chosen organization
The management of ABC Enterprise is efficient in terms of promoting diversified culture within
the workplace. Therefore, every departmental manager is instructed to maintain a thorough check
on team members’ attitude towards each other. The employees coming from different
backgrounds are given special attention where they are allowed to speak freely in terms of the
issues and conflicts they are facing within the workplace. The specific set of employees are also
trained to overcome their cultural barriers and to learn the methods of adopting the essence of a
new culture and participating more on the team works to form a stable connection with team
members and overcoming the cultural conflicts. Employees are moreover set free to use their
creative inputs in tasks and design as per individual understanding. The specific process has
helped every employee to feel more confident and valued at the workplace and also encourage
them to nurture their skill sets by sharing a common goal (Harvey and Allard, 2015). Moreover,
in this organization, the managers are also made confident in terms of having a study internal
communication with its employees by avoiding the usage of any inclusive language and
assumptions. As per Rice (2015), line managers within the organization are required to set up a
respectful and open internal communication channels and they also need to use the correct choice
of words that does not hurt any cultural aspects.
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3.0 Effectiveness of these practices
The above mentioned practices followed by ABC Enterprise have been effective enough for the
management to continue and promote diversified culture within the workplace. The management
of the brand is focusing on the fact that every employee has been given equal opportunity in
terms of growth and benefits. The brand definitely follows of participative leadership style in
which employees coming from any cultural background are allowed to participate in the
decision-making process and proposed their creative inputs all solution to the management in
terms of overcoming any issue on meeting objectives. The specific process definitely helps the
management to maintain the culture of equality and fair work in progress. According to Kim et
al. (2015), organizations that successfully managed to promote diversified culture experience the
benefits of the successful internal operation and receive wider acceptance from foreign markets.
Therefore, it can be stated that since ABC Enterprise has been efficient terms of handling is
diversity practices, hence it definitely enables to expand its business operation in foreign
markets. The employees recruited from the new markets are encouraged to share their inputs
related to market knowledge with the management and also help in identifying the expectations
and demands of the new customers. It can be stated that the diversity management practices
followed by the chosen organization have been effective enough to service purpose and the
continuation of the process, but would also help the management to undergo a successful
business expansion in the upcoming future.
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4.0 Paradigms in which organization best fit
It can be stated that the practices of ABC Enterprise definitely fit paradigms of Thomas & Ele
(1996) paradigms. The diversity approaches of the organization definitely focuses on the factors
like discrimination and fairness, access and legitimate see and learning effectiveness. It has been
already discussed in the previous section that every employee is given equal facilities within the
workplace to explore their inner abilities and maintain high engagement within the organization
(Thomas and Ely, 1996). ABC Enterprise explicitly emphasises on the customs to reduce racial
and gender discrimination. Every employee is rather given the chance to maintain a steady
participation in the decision making the process in which they are instructed to propose their
innovative ideas before the management and help him to accomplished forecasted objectives.
Besides discrimination and fairness methods, the company also pays adequate importance on
access and legitimacy in which every employee is binded under one define conformity and law.
In case of any disturbance, employees are also given the chance to defend individual actions
using their own logics, justifications and validities. Lastly, the organization concentrates on
learning and effectiveness where employees coming from any cultural background supported
with suitable and equal training facilities to polish individual skills sets and explore individual
calibre to serve the organization for longer to duration. Summarising the above discussion, it can
be stated that employee satisfaction has been the core objective of ABC Enterprise.
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5.0 Recommendation to improve diversity management
Despite following steady diversity practices within the workplace ABC Enterprise sometimes
fail to result in the internal conflict amongst employees due to having different cultural
backgrounds. Hence it has been determined that the departmental manager sometimes keeps a
casual approach in terms of monitoring their team behaviours (Mehng et al. 2019). This has been
the main cause behind the internal team conflict. Hence, the management of the brand needs to
ensure that every departmental and line manager sincerely evaluate its team behaviour and take
immediate action after identifying an issue. Finally, therefore, it may be recommended that a
well-designed sets of diversity nmanagement strategues supported by the strong leadership and
governance in the firm of efficient controlling amnd monitoring of the implmenation pland and
execution procedures will considerably help the management to attain the pre-determined
corporate goals of sustainability in the market in the long-run in most time and cost efficient
manner.
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References:
Barak, M.E.M., (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Harvey, C.P. and Allard, M., (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Kim, H.K., Lee, U.H. and Kim, Y.H., (2015). The effect of workplace diversity management in a
highly male-dominated culture. Career Development International, 20(3), pp.259-272.
Mehng, S.A., Sung, S.H. and Leslie, L.M., (2019). Does diversity management matter in a
traditionally homogeneous culture?. Equality, Diversity and Inclusion: An International Journal.
Rice, M.F., (2015). Diversity and public administration. ME Sharpe.
Thomas, D.A. and Ely, R.J., (1996). Making differences matter. Harvard business review, pp.1-
12.
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Part B
1.0 Concept of diversity
 Diversity in the workplace refers to businesses that employ on the full spectrum of
qualified talent
 The discrimination approach in terms of age, culture, religion, sex and sexual orientation
not considered (de Aquino and Robertson, 2018).
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2.0 Importance of managing diversity
 Diversity definitely helps an organization to explore new ideas and apply them in its
internal operation to derive future benefits.
 Companies that intend to recruit diverse workforce are found at a competitive edge of
opening the business before a larger pool of applicants (Rojas, 2018).
 Therefore, companies are able to increase their ability to access qualified and potential
candidates who are most eligible for the vacant position (Carr-Ruffino, 2019).
 This also has a business to undergo a successful expansion in the future by gaining wider
acceptance of new audiences
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3.0 Take away from the topic
 My take away from the topic is that diversity management has become the most
significant aspect in today's environment.
 I have learnt that the corporate culture in the multi-national companies must inculcate
cultural diverdity related policies in their corporate Charters as well
 Business definitely requires considering diversity practices sincerely to maintain future
sustainability
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4.0 Future initiatives
 In my business, I would install an anonymous software allowing the employee to speak
freely regarding the internal issues faced without disclosing individual identities.
 In adition, I would also like to maintain a culturally integrated environment in my office
where the employees would be able to interact with each other without any cultural
barrier.
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References:
Carr-Ruffino, N., (2019). Leadership opportunities for managing diversity. In Gender and
Diversity: Concepts, Methodologies, Tools, and Applications (pp. 651-673). IGI Global.
de Aquino, C.T.E. and Robertson, R.W., (2018). Diversity and Inclusion in the Global
Workplace.
Rojas, R.R., (2018). Diversity and Workplace Spirituality. In Diversity and Inclusion in the
Global Workplace (pp. 81-107). Palgrave Macmillan, Cham.
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