Human Resource Management Organization Article 2022

Running head: HUMAN RESOURCE MANAGMENT
HUMNA RESOURCE MANAGEMENT
Name of the Student:
Name of the University
Author’s note:

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Introduction
In the recent years, the human resource management has taken a wide toll in the
workplace of organization. Diversity, equity and inclusion are such concepts which have drastic
impact on the workplace. Organizational diversity is referred as having a diversified workplace
where individuals work together pertaining different personal traits such as status, religion, race,
gender, age, education, origin, religion, and other secondary qualities. On the other hand the term
inclusion has a thin line difference with diversity, inclusion can be defined as the “the
achievement of a work environment in which all the individuals are being treated fairly and
respectfully”. The employees deserve equal opportunities and access to all the resources and are
required to contribute equally to the organization success. The term equity in organizations is
referred when all the employees get equal and fair treatment. There is no confidentiality in the
effects and causes are meant for everyone working in the workplace. There have been many
studies and researches done on how to manage equity, diversity and inclusion management
issues affecting a disadvantaged group of workplace. In the current assignment, the study focuses
on an article which highlights the current issues and challenges of workplace diversity which is
incorporated in modern day organizations. The article which is referred in the assignment is
based on “Managing diversity through human resource management: an international perspective
and conceptual framework” and “Prospects and Challenges of Workplace Diversity in Modern
Day Organization: A Critical review”. The main problem statement is the organization is facing
inequalities based on the individual indifferences especially regarding cultural as there are very
less legal compliance on this issue.

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Discussion
Overview
Equity, Diversity and Inclusion, are the current issues which is highly focused in the non-
profit organization as they aim at become diverse, yet the management team is unable to take
appropriate steps which is needed to turn their words or dialogue to intention and later into
actions. These concepts highlight the relevant tools and information to assist the leaders make
table effective changes that will create an environment with more inclusive, diverse and
equitable organization. “How diversity and inclusion make organization stronger”? Inclusion and
diversity can foster a workplace environment where an individual difference, are appreciated and
valued as characteristics that enhance our work environment, our productivity and our capability.
Employees that are valued in the workplace and able to contribute are overall more satisfied with
their jobs and therefore more productive.
Over the past years, the concept of diversity of the global population has been drastically
transformed by geopolitical, socioeconomic, technological and environmental factors. These
dynamics has been raised due to these factors, are significantly changing the compositions of
society and workplace. These dynamics has resulted many organizations to plan and explore
strategies in order to exploit positive growing diversity to maintain organizational ethics and to
gain competitive advantage. According to the Pew Research Centre, “the existence of a single
racial or ethnic majority in the United States of America (USA) will cease to exist by 2055”. The
recent studies estimate that globalization is one of the factors that have negative impact on
cultural diversity (Collings Mellahi & Cascio 2019). This prototype shift in the demographic
global mix has presented many challenges and future prospects. Organization is actively and
effectively integrating diversity in the various functions of the management for example:
recruitment, human resource planning and roles training and development, performance
management, pay and rewards, employee voice.
HR diversity management and their Major Issues and Objectives

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The human resources management issues are affecting the disadvantaged group of
workforce in the organization in order to justify this statement the various issues have been
identified in the following ways:
In the past years diversity management is practiced effectively to provide legally
defensible position against many charges of discrimination. The organization with “diverse
workforce could argue in various legal proceedings that were not guilty of discrimination since
their workforce demographics represented the local community”. In literature, there have been
various debates on the various areas of the difference between the managing diversity and equal
opportunity. According to racial discrimination act which was passed in 1975, by Australian
Parliament, is a statute which states that “equality before the law for all people regardless of race,
color or national or ethnic origin. It is unlawful to discrimination against people on the basis
of race, color, descent or national or ethnic origin”. The two policies and practices which are
primarily focused by the organizations and are used in a large extent are Equal Employment
Opportunity (EEO) and Affirmative Action (AA).
HR diversity management Practices
Recruitment and Selection
As evidence of empirical study, suggests that managers and employees perceive diversity
in organizations as being equally having the opportunity inside the workplace. There are many
well-known organizations who are hiring women and minorities in order to mirror the efficiency
of diverse markets and grab the attention of new customers. It is estimated that 93% of the
organizations reported that there is zero-tolerance level on workplace discrimination in the
process of recruitment. However, despite of several equity laws and legislations and with
declared and documented commitment the organization is facing high amount of discrimination
in the workplace. According to the surveys conducted in the past years, it is found that most of
the organizations introduced only one kind of approach to equality (Tyler 2019). It is observed
that increase in competitive environment has made it difficult especially for the public sectors in
order to maintain equivalent level of commitment which is required for a true and effective,
equal employment opportunity. Since, 2008 to 2018, 54% women are in the workplace compared
to 80% of men (Brimhalz & Mor Barak 2018). In order to provide biased free and anti-