HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT Name of the

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author note:

1HUMAN RESOURCE MANAGEMENT
Executive Summary
Diversity management mainly refers to organizational activities which aim to support and
promote greater level of inclusion of employees from diverse backgrounds into an organization’s
structure through explicit regulations, policies and initiatives. Organizations have been
implementing effective diversity management strategies as a response to the increasing diversity
of workforce across the world. The concept of diversity management allows contemporary
organizations to show high level of sensitivity towards employees’ diversity values, approaches
and standards. Furthermore, it has been noted that companies have been effectively formulating
specific programs as well as policies in order to improve employee inclusion, support as well as
retention of employees belonging to varied ethnic and national backgrounds and cultures.
Moreover, the diversity management programs as well as policies have been formulated to create
a hospitable environment for groups which witnessed an absence of accessibility to employment.
The paper has offered a rationale for diversity management in CERA.

2HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................4
Role of Workplace Diversity Management in Organization-CERA...........................................4
CERA aiming to achieve workplace diversity.............................................................................4
Connections of Diversity Management and Performance Outcomes in CERA..........................6
Performance strategies in CERA.................................................................................................7
Recommendations for CERA’s improved recruitment strategies.............................................10
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

3HUMAN RESOURCE MANAGEMENT
Introduction
With shifting analytical composition of workforces, diversity management in an
organization has developed as a highly critical factor for effective functioning. The incorporation
of diversity management in organizations has shed light on the importance of every member of
the organization to effectively contribute to the organization with utmost capacity. Noe et al.
(2017) have noted that such contribution can be achieved through systematic planning as well as
effective application of organizational strategies that relates to the managing principles of the
organization in diversity. Furthermore, as per the studies of Cascio (2015), the promotion of
diversity management tends to draw similarity with the successful use of human resource
management (HRM) practices in order to sustain discrepancies in human capital efforts and
further adding dimensions. However, effective use of HRM practices will make certain that any
forms of human capital divergences do not create any obstacles in the path of organizational
objective attainments, success and will support the effective attainment of organizational aims
and objectives. Comprehensive studies of Guillaume et al. (2017) have revealed that
organizations are increasingly adopting diversity management strategies as a response to the
growing diversity of the workforce across the world. At this juncture, the report will focus on the
implementation of diversity management in CERA, which is recognized as a renowned eye
research institute operating in Australia. The paper will evaluate the way CERA is implementing
diversity management in its workforce and changes such an approach will bring to the
organization. In addition to this, the paper will aim to provide a rationale for diversity
management in CERA. Additionally, it will offer relevant suggestions which the Human
Resource managers of the organization must focus on it obtain greater degree of effectiveness to
the organization.