Application of Diversity Policy in Hospitality Management

This article discusses the application of diversity policy in hospitality management, including strategies for promotion, addressing harassment and complaints, training needs, managing tensions and encouraging collaboration, improving products and customer relations, addressing legislation, and providing feedback and suggestions.

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Hospitality Management

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Table of Contents
Demonstration of the Application of Diversity Policy..............................................................3
Promotion of Strategies..............................................................................................................3
Harassment’ and Address ‘Complaints’.....................................................................................3
Training Needs to Address Issues..............................................................................................4
Manages Tensions and Encourages Collaboration....................................................................4
Improving the Organization's Products, Services, and Customer Relations..............................5
Addressing the Key Features of Current Legislation.................................................................5
Opportunity for Feedback and Suggestions...............................................................................6
References..................................................................................................................................7
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Demonstration of the Application of Diversity Policy
The Workplace Diversity Policy will be implemented in the nominated workplace namely,
‘Australian Commission on Safety and Quality’ in a healthcare organization. In relation to the
existing diversity policy of the organization, the key associates are focusing on proper
diversity management for maintaining the workplace issue. However, the healthcare
organization arranges Commission Workplace Diversity Program (WDP) program for
women. Through this program, they promote people, who are culturally and linguistically
diverse (CALD). Therefore, the recent diversity policy is effective in providing adequate
security to each individual, but the new policy namely ‘Workplace Diversity Policy’ will help
the organization to mitigate all the aspects relating to diversity effectively.
Promotion of Strategies
The above-proposed strategy must be promoted by the managers along with the key
associates of the organization for establishing a proper diversity culture within the workplace.
Therefore, the healthcare organization must develop a diversity committee, which will focus
on promoting the major aspects associated with the age, disability, race, and sex among
others. In addition, they must involve more people within the community so that the policy
can be successfully implemented in the future. Major diversity programs associated with the
various issues must be practiced in a good manner, which will lead the organization to
implement the above-mentioned policy in an effective manner (Johnsen et.al., 2013). It will
help each employee to understand the value of others.
Harassment’ and Address ‘Complaints’
The key authorities of the company have implemented workplace harassment policy in order
to control the unethical as along with the unprofessional behavior of an individual. The
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company also appointed a Harassment Contact Officer (HCO) to take proper legal actions
against any activities associated with harassment. On the other hand, the company states that
each employee has his/her own responsibility in controlling harassment activities. They must
also follow up major diversity aspects in the organization in order to maintain a workplace
diversity program effectively.
Training Needs to Address Issues
Based on the above discussion, it has found that the healthcare organization needs to train its
employees for the purpose of establishing a proper diversity culture. Hence, the key
associates of the organization need to understand the overall training needs to address all the
issues associated with diversity. In the initial stage, a proper educational environment can be
developed by using training and diversity practices (King, 2010). It will lead the organization
to avoid the issues related to class, age, and race. In addition, the knowledge, behaviors, and
attitudes among others of each employee have been developed, wherein a respectful working
environment will be created.
Manages Tensions and Encourages Collaboration
The managers of the organization must focus on certain aspects to identify the limits of
tension and required collaboration for the nervousness. Mainly, three types of tension can be
faced by a management team. This includes tensions associated with accommodation,
agency, and quantity. Providing flexible environment can help the employees to consult
properly with the management, wherein it will take proper action against an issue (Vangen &
Winchester, 2013). In addition, the accountability and work simplification will help the
management to collaborate properly with the healthcare staff, which can help in providing
high-quality care to the patients in the hospital setting.
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Improving the Organization's Products, Services, and Customer Relations
The proposed policy will also support the staff of the organization in order to establish a
proper operation of activities in the workplace. It will improve the communication of the
healthcare staff when they will interact with patients along with their families and healthcare
professionals. Proper service can be possible to provide through this process of improvement.
In addition, the organization will also provide and recruit bi-lingual people to connect with
the customers (patients) effectively. This approach will help in attaining customer
satisfaction, wherein loyalty can be increased (Dike, 2013). Hence, the new diversity policy
can lead the organization towards the expected success by creating a collaborative working
environment, wherein the relationship of customers will develop for a long period of time.
Addressing the Key Features of Current Legislation
The proposed diversity policy will help in maintaining certain legislation within the
organization effectively. Age Discrimination Act will regulate age unfairness and establish a
respectful organizational culture within the healthcare organization. In addition, the Disability
Discrimination Act provides benefits to the disabled person, whereas the Racial
Discrimination Act allows equal opportunity for each people from a different religion, race,
and ethnicity. In addition, the Sex Discrimination Act provides equal rights to men and
women among others. On the contrary, the Human Rights and Equal Opportunity
Commission Act maintain proper human rights to avoid exploitation within the workplace.
These are the key features will be covered by the policy for developing workplace condition
(Humanrights, 2009).
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Opportunity for Feedback and Suggestions
Based on the above discussion, the policy can help the organization to enhance the recent
situation faced by the healthcare organization. Nevertheless, the company must take creative
feedback from the employees along with the managers before launching the policy (Sijbom
et.al., 2018).
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References
Dike, P 2013, ‘The impact of workplace diversity on organizations’, Degree Programme in
International Business, pp. 1-53.
Humanrights 2009, The human rights and equal opportunity commission. Chapter 1, viewed
5 June 2019, <https://www.humanrights.gov.au/sites/default/files/content/about/
publications/annual_reports/2007_2008/AR_2007_2008_1.pdf>.
Johnsen, J et.al 2013, ‘5 strategies for promoting diversity in the workplace’, Gwblawfirm,
pp. 1-3.
King, E. B 2010, ‘The divide between diversity training and diversity education: Integrating
best practices,’ Journal of Management Education, vol. 34, no. 6, pp. 891–906.
Sijbom, R. B. L. et.al 2018, ‘why seeking feedback from diverse sources may not be
sufficient for stimulating creativity: The role of performance dynamism and creative time
pressure’, Journals of Organizational Behavior, pp. 1-14.
Vangen, S. & Winchester, N 2013, ‘Managing cultural diversity in collaborations: A focus on
management tensions,’ Public Management Review, vol. 16, no. 5, pp. 686‐707.
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