Diversity Management in CERA

This report assesses the diversity management in CERA, including the necessity, benefits, and challenges. It also discusses the HR functions that can be used for managing diversity.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management

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Executive summary
The main aim of this report is to assess the diversity management in CERA. This report
evaluated that common admiration among workers, and conflict reduction and resolution are
the different necessity that forced CERA for applying diversity management. It also
evaluated that best available talent, more effective execution, and increased adaptability, and
a broader range of service are different benefits of using diversity management. It is found
that diversity management understanding the value of differences, resistance to change,
implementation of diversity in the workplace policies, successful Management of Diversity in
the Workplace, communication issues, and performance issues are different challenges faced
by CERA for managing the diversity. It is also illustrated that recruitment, Training,
Workforce Management, Performance appraisal are different HR function that could be used
in managing the diversity. It is also addressed that performance appraisal, training, and
recruitment are three HR function that could be used by CERA.

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Table of Contents
Executive summary...............................................................................................................................2
Introduction...........................................................................................................................................4
Diversity management...........................................................................................................................5
The necessity of diversity (Forces that encourage diversity).................................................................6
Benefits of diversity..............................................................................................................................7
Challenges of Diversity.........................................................................................................................8
How to use HR functions in diversity management.............................................................................10
Choose and apply any 3 functions (eg Recruitment, Training, and Performance Appraisal) to
encourage/implement diversity in CERA............................................................................................12
Conclusion...........................................................................................................................................13
References...........................................................................................................................................15

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Introduction
The diversity management consists of the organizational acts that are used to promote the
employee who is belonging to the different backgrounds in the organization. It is possible by
considering different policies and management cultures. Moreover, CERA can adopt the
diversity management approaches, which as the responses to increasing the workforce
diversity across the world. In the current period of globalization, most of the firms are
making efforts to meet employee diversity that purposes to employ the employees from
diverse backgrounds. In addition, it is also stated that diversity could offer the intangible and
tangible advantages to CERA, for illustration employing employees with higher language and
cultural skills could direct to the greater satisfaction (Ozturk, & Tatli, 2016).
Diversity professional believes that heterogeneous groups could contribute more innovative
ideas to the competitive edge as it could be effective in getting reliable information about the
research matter. The diverse employees were productive as they give their great contribution
to the firm as it leads to getting a reliable outcome. In addition, it is stated that the workforce
diversity could lead to the firm for making the flexible and friendly atmosphere in the
working place due to getting higher productivity in the working place (Barak, 2016).
CERA could deliver more solutions to the consumers due to the new ideas and procedure
brought into the firm. The diversity could enchase the morale of workforce and causes
workforces for desiring more in the working place. Diversity in the leadership could facilitate
to the executives of the firm to work in the team and bring higher competitive benefits. The
diversity employees could enhance the creativity in CERA (Guillaume, Dawson, Otaye‐
Ebede, Woods, & West, 2017).
The workforce diversity could create stress-free life due to the different thoughts and opinion
of the research candidates. It is also addressed that workforces who are coming from different

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background could support to bring the different solutions on how to meet the common goal
(Wrench, 2016).
This report discusses the overview of diversity management. It discusses the importance of
diversity in the working place. It also evaluates the challenges of diversity management. This
report also demonstrates the HR function for diversity management. Furthermore, it discusses
the three HR function for CERA to manage diversity.
Diversity management
Organizational diversity in the organization consists of the total makeup of workforces as
well as the diversity-included amount. Diversity involves certain traits named as marital
status, religion, education, race, origin, gender, and age. It is also evaluated that there are
certain factors that might create diversity in the working place named income, class, spiritual
beliefs. It is also stated that diversity management is a procedure that is intended to develop
the keep the positive working atmosphere in which the qualities and differences of people are
values so as to increase the contribution of employees towards the accomplishment of the
organizational task of CERA (Rice, 2015).
It is also examined that CERA with different background could support to get higher
competitive benefits. It is also evaluated that diversity could also give value to the different
experience, skills, and perspectives that can encourage for the creativity and innovation in the
working place. Moreover, it is examined that the diverse team could create an uncomfortable
atmosphere if an employee has negative attitudes towards each other. From effective
management, an organization is able to have competitiveness in minimizing the
disadvantages (Harvey, & Allard, 2015).
Diversity management is an effective tool for the organization due to increasing the
profitability of the firm. It is also stated that diversity is merging of the value as well as
accept differences of individuals in the working place and support each other to reach the

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same goal. Business executives could use certain management techniques for systematically
promoting diversity in the organization. Planning as well as business executives, with respect
to systematically manages the diversity, might be capable to plan as well as imply the plan of
diversity. It considers mapping out the method of creating the gratitude for the diversity to all
workforces in the working place (Davis, Frolova, & Callahan, 2016).
There are several techniques that are used to identify the problems related to diversity and
make a decision appropriately. The diversity could also facilitate the workforces for
comprehending each other and conduct suitable behavior accordingly. It is evaluated that the
organization could appoint the diversity manager for managing the issues related to diversity
(Kim, Lee, & Kim, 2015).
The necessity of diversity (Forces that encourage diversity)
The main purpose of the diversity necessity is to enter into the global market and sustain the
business for the long-term. It could also be effective for collecting reliable information about
the organizational goal. It could also lead to the firm to increase the differences and change in
the working place and make the decision accordingly (Riccucci, 2018).
Common Admiration among Workers
The diversity in CERA could foster mutual admiration among workers. Whether the different
culture of employees has been worked in the same place, diversity could occur. For managing
the activity of each employee, the organization tries to make a decision accordingly. CERA
has made new norms and policy with respect to the diversity and agrees to each employee on
rules and make flexible atmosphere (Tjosvold, 2017). In the different culture of people, it is
complicated for the firm to reach at a reliable goal and increase the competitiveness of the
firm. Hence, CERA could use diversity management tool and operate the business process. It
is also stated that the organization could also comprehend the views and opinion of
employees towards the other culture together with their needs afterward, the organization will

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make the human resources policy in which CERA could mandate to the employee for giving
value to the other culture people to have respect from others (Lambert, 2016).
Conflict Reduction and Resolution
The diversity policy within CERA could decline the conflict from the organization that
directly affects the overall performance of the organization. Workforces who comprehend the
importance of the other culture people could be capable to give value to others, as it would
lead to getting a reliable outcome. If an employee could comprehend similarities of other
employees and accept the difference then it could lead to the firm for getting reliable
information towards the research issue. These skills of an employee could be effective in
eliminating the potential risk of CERA. The employee could also be capable of dealing with
the workforce complaints, which would directly impact on the organizational performance. It
could also increase the profitability of CERA (Cropanzano, & Ambrose, 2015).
Benefits of diversity
In CERA, there is a highly diverse working culture. Hence, the company should focus on
diverse hiring practices as they cannot view as discriminatory. Along with this, diversity can
involve a difference in age, ethnic group, gender, and disable individuals (Hildebrandt, 2017).
There are different benefits of diverse working place of CERA:
Best Available Talent
CERA recruit people from a diverse set of individual in order to pool the best talent. Along
with this, older employees can bring experience as well as strong work ethics for the
company. For example, recruiting employees from other nations like Japan, India, as well as
China has distinct education and technical skills (Chidiac, 2018).
More Effective Execution
CERA can also hire the best talent through a diverse set of workforces for operating more
significantly as compared to less diverse corporations. The best available talent indicates that

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the corporation has collective experience as well as education that help to get competitive
benefits. A diverse culture is beneficial for inspiring the employees to perform best due to the
increasing ability to do tasks. More educated, as well as experienced people, may tend to
make better planning, time management and delegation of work and project completion on
time in CERA (Ravazzani, 2016).
Increased Adaptability
Diversity management is beneficial for increasing adaptability. CERA provides sensitivity
training and teaching employees of different backgrounds regarding performing the best work
together. Along with this, workplace diversity can gain the adaptability of the company for
activities in the market. Online resources could be used for managing diversity issues. Since,
consumers in the country are becoming more multicultural, and diverse culture can aid the
employees for creating the solution for satisfying the requirements and wants of their
customers (Mor Barak, 2015).
Broader Range of Service
Another benefit of workplace diversity is a wider range of services. A corporation that has
multicultural workforces can have better access to an international and national market
through some employees. For instance, CERA salespeople will be much more beneficial in
communicating with customers in the market due to the diverse culture working place
(Knights, & Omanović, 2016).
Challenges of Diversity
CERA faces different challenges in terms of managing diversity. It is described as given
below:
Understanding the Value of Differences
It is identified that managing diversity in CERA helps to improve the morale, boosts
productivity, and raises voice to the team. But, while managers create and manage the

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diversity initiatives in CERA then, they may have complexity to understand the value for the
unique ability of an individual. It can be an outcome of unplanned personal bias as well as
differences. Due to diversity initiatives in CERA, some team members can be reluctant for
sharing the ideas as well as, offering feedback as per historical experiences of culture
(Benschop, Holgersson, Van den Brink, & Wahl, 2015).
Resistance to change –
There are always workforces who would refuse to accept the fact that cultural and social
makeup of their workplace is transforming. CERA can perform this mode such as mentality
silences can create innovative ideas as well as, inhibits the development (Brimhall, Mor
Barak, Hurlburt, McArdle, Palinkas, & Henwood, 2017).
Implementation of diversity in the workplace policies
It can be overriding issues to all diversity promoters in CERA. It is addressed that diversity
affected the outcome of the workforce and research information. Hence, CERA should
develop and execute personalized approaches for increasing the impact of diversity at the
workplace (Lynch, 2017).
Successful Management of Diversity in the Workplace –
Diversity training is not sufficient for a diversity management plan for CERA. A strategy can
be executed and generated for developing the diverse culture that saturates each department
and function of CERA (Mor Barak, Lizano, Kim, Duan, Rhee, Hsiao, & Brimhall, 2016).
Communication Issues:
In CERA, diversity tends to gain the possibilities of workforces being dissatisfied as well as,
generates the miscommunication concerns. Groups with diverse nationality as well as native
languages are highly influenced within CERA because of this diversity (Czeglédi, Reich, &
Fonger, 2015).
Performance Issues:

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Diversity could be associated with lower group tackiness, conflict, lower quality of
performance, accelerating the employee’s turnover and absenteeism. Team members who
have a high level of dissatisfaction may tend to react by declining their productivity and that
directly affect the progress of CERA (Lyons, Urick, Kuron, & Schweitzer, 2015).
How to use HR functions in diversity management
Following are different HR functions that can be used in diversity management:
Recruiting
Workplace diversity goals can need the transformation in recruitment approach and outreach
for addressing the diverse pool of capable respondents. For instance, recruiting through
historically black college as well as universities can yield diverse applicants because the
company requires diverse employees. Moreover, posting the needs like equal opportunity
employer is HR functions that motivate the diverse employees for submitting their resumes
for concern (Bendl, Bleijenbergh, Henttonen, & Mills, 2015).
Training
A company can focus on HR employees for recruiting the diversity trainer and providing in-
house diversity training materials. HR functions involve the contracting with the diversity
consultants and experts as well as examining the training modules that are appropriate for
employees. Moreover, HR involved in assessing whether to create diversity training
obligatory when the state law does not require such kind of training (Lyons, Urick, Kuron, &
Schweitzer, 2015). The decision to obligate the workplace training is strategic function of HR
in company as it entails the evaluation of employee’s climate as well as, whether the
supervisor, as well as managers, would benefit through mandatory training and when
informal practices are sufficient for endorsing the workplace diversity philosophy of
company (Bendl, Bleijenbergh, Henttonen, & Mills, 2015).
Workforce Management

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In company, diversity can aid the organization for gaining the competitive benefits at the
international market and while targeting the business segments, there is a requirement of
input from a diverse way. Along with this, HR proficient is valuable to assess where diverse
applicants could be placed at the workplace so they can create the most appreciated
contribution (Knights, & Omanović, 2016). For instance, the company is concerned to
develop the state of art technology solution may assign tech-savvy employees from the
millennial generation to these projects despite long-term employees from a silent generation
that depends on processing work through conventional techniques (Brimhall, Mor Barak,
Hurlburt, McArdle, Palinkas, & Henwood, 2017).
Performance appraisal
The company can define as well as communicate the goals of the company with performance
objectives. Employees cannot meet performance expectations and company foals when they
are not clearly framed. Hence, the company should take the initial step with respect to
significant performance management. Employers are not as clear as they can be while
developing their goals and company objective. In addition, workforces do not initiate to ask
follow-up questions while they confused as well as unclear regarding something (Mor Barak,
2015).
This pitfall can be overcome by using clear and comprehensive communication. It can outline
and define the goals by practicing the goal tracking software and developing the chart at the
workplace. Furthermore, the company can send the email, allocating the flyer throughout the
office, keeping meeting, performing each of these elements. While the company will frame
the goals and objectives, and repeat the message then, it can sink in and provide visuals.
Therefore, employees have a reference and most significantly keeping the meeting to check
in on development (Ravazzani, 2016).

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Choose and apply any 3 functions (eg Recruitment, Training, and Performance
Appraisal) to encourage/implement diversity in CERA
Recruiting
In CERA, workplace diversity goal could be used by the HR manager within recruiting the
employees and outreaching for assessing the diverse pool of proficient candidates. For
example, a company can recruit through universities, and historically black college may
provide the advantageous to diverse applicants because joining the CERA can gain access for
qualified people. Along with this, posting the requirement like equal opportunity employers
are HR functions that motivate the diverse applicants for submitting their resumes for
concern (Hildebrandt, 2017).
Training
CERA can focus on HR staff for recruiting the diversity trainers and supply the in-house
diversity training resources. Along with this, HR functions involve the contracting to
diversity consultants as well as experts or assessing the training modules that could be
feasible for employees in CERA. Moreover, HR entails assessing whether to create diversity
training obligatory when the state law does not need such training in CERA (Cropanzano, &
Ambrose, 2015).
The decision related to mandate workplace diversity training is a strategic function related to
HR as it entails the evaluation of organizational climate as well as, whether the supervisor, as
well as managers, will advantageous from mandatory training. Along with this, informal
practices are adequate to support the workplace diversity philosophy of CERA (Riccucci,
2018).
Performance appraisal
CERA can define and communicate the goals and performance objectives of the company.
Moreover, workforces cannot meet the expectation of employees and company goals when

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they are not clearly framed, and making this is the first step with respect to effective
performance management. In some cases of CERA, employers are not clear for developing
their goals and objectives hence, employees do not come forward for asking the follow-up
questions while they are unclear and confused regarding something (Riccucci, 2018).
For declining this concern, CERA can make an effective communication strategy. It can also
draft the goals by implementing the goal tracking software and building the chart within the
office, sending the e-mail, holding the meeting, distributing flyers throughout the office, and
performing each element within CERA. By developing the goals with objectives, and
repeating the message, CERA can sink in and provide the visuals hence workforces have
references and most significantly, holding the meeting for assessing the progress (Tjosvold,
2017).
Conclusion
From the above interpretation, it can be concluded that diversity management helps to get a
competitive edge. It can be also summarised that there are different forces that encourage
diversity management in CERA such as common admiration among workers, and conflict
reduction and resolution. It can be evaluated that there are different benefits of diversity
management within the CERA like best available talent, more effective execution, and
increased adaptability, and a broader range of service.
It can be concluded that there are several challenges faced by CERA due to diversity
management understanding the value of differences, resistance to change, implementation of
diversity in the workplace policies, successful Management of Diversity in the Workplace,
communication issues, and performance issues. It is illustrated that these challenges directly
hamper the productivity of CERA. Along with this, Different HR function could be used in
diversity management such as recruitment, Training, Workforce Management, Performance
Appraisal. It can be concluded that CERA can use training, recruitment and performance

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appraisal for managing the diversity. These strategies are beneficial for improving the
performance of employees.

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