Manage and Promote Diversity

This document provides an overview of diversity in the workplace, including its definition and importance. It also discusses strategies for managing and promoting diversity, as well as the benefits of a diverse workforce. Case studies and best practices are included to illustrate real-world examples.

MANAGE AND PROMOTE DIVERSITY

Section A
Activity 1A
1. What is meant by ‘diversity’ in the context of the workplace?
Diversity in the workplace means that an organization includes a wide range of different people.
This variety is regularly misunderstood as purely multicultural, but it also applies to a balanced
mix of gender, race, ethnicity, race, age, sexuality, language, education, origin, etc.
2. Give three example of each of the following:
 Quantitative data:
1. Amount of money you have
2. Number of people living in your town
3. Number of students who take statistics
 Qualitative data:
1. Hair color
2. Blood type
3. Ethnic group
3. Why might use a mix of qualitative and quantitative data when analyzing
diversity in workplace?
Both data’s are necessary for analyzing diversity at workplace because for conclusion of result
from small sample; it is necessary that selected data should be good in number (quantitative) and
not homogeneous (qualitative). Else the result found can’t be implement properly to available
situation and the result could have larger statistical error with original one.

4. Short report on diversity in workplace
Based on the data collection from organization; it can be evaluated that; maximum number of
employees are men; as 71% are men and 29% are women. Additional to this; there are 10
different types of religious people are working in organization and out of this 55% workers are
belong to Christians and rest of 45% are Hindus. Muslims, Buddhists, Germans, French and so
on.
Activity 1B
Three workplace objectives applied to Tesco and job role:
1. Solving problems instantly
2. Set standards for employees
3. Follow a structured plan
Activity 1c
1. Describe three ways that diversity is practiced in Tesco
1. Attract: Focus on hiring more women on workplace.
2. Develop: Nurturing diverse talent in house and focus on their growth and retention.
3. Promote: Promote diversity through appropriate training and effective leadership.
2. Two ways of analyzing diversity data
1. Internal labor market map
2. Markov diagram
Activity 2A
Role model:

 Inclusivity: When I was new at workplace; and want to join people and have close
relationship with them.
 Impartiality: When I was working with group of different religion employees and get a
chance promote employee not on the base of religion but on his talent.
 Respect: Respected women and old peons and appreciated for their work
 Fairness: With no partiality with candidates while recruiting is fairness to give equal
opportunities to all aspirants.
Activity 2B
1. Five areas that diversity training include
1. Create common goals
2. Confront unconscious bias
3. Focus on inclusion
4. Chosen wisely
5. Move away from prohibitive language
2. Diversity training in Tesco
Tesco adopted 3 pillars diversity training for employees; where it focuses on diversity through
recruit, develop and promoting employees for diversity
3. Example of:
Direct discrimination: Gives higher positions to only men.
Indirect discrimination: Giving special tasks only to specific person based on religion and
country.

Activity 2C
1. Identification:
The diversity law applicable to Tesco is organizations diversity policy and strategy law
2. Two examples from Tesco of practices to laws
1. By providing equal employment opportunities to all candidates.
2. No preference given based on gender for promoting at higher position
Activity 2D
Three examples of professional development opportunities
Example 1: Equal professional development opportunities to meet diverse workforce will be
adopted when there are both men and women professionals. As in strength men is more
productive then women; but for caring jobs like HR; women are more eligible. So based on these
a mix strategy for professional development will be adopted.
Example 2: Some discriminatory employees never want to rule by black people; at that time this
practice of professional development opportunities will be implementing.
Example 3: There are chances that many candidates belong to a region where they didn’t get
good education and uncomfortable in language and communication but are gifted; in such a case
equal opportunities for professional development can be given to them.
Activity 2E
1. Identify any organizational policy that relates to diversity. Summarize its
key values, concepts and applications
Hiring practices:

Values: Gives values to equality at work for all religions and countries employees.
Concept: Employers can’t discriminate against certain protected classes, which helps with
diversity in some ways.
Application: No candidates judged based on his religion, country or race but based on his skills,
talent and motivation to work with company.
2. Benefits of a diverse workforce?
1. Increase in creativity
2. Increase in productivity
3. Boost company’s brand’s reputation in society
Activity 2F
1. When a diversity factor associated with a colleague helped to meet specific
client needs.
Example 1: One of the clients from Nigeria wants to place an order for ethnic books; and seeing
Nigerian supervisors and managers at Tesco they feel satisfied and feel free to express what they
want. By this way their needs get fulfilled.
Example 2: A client who runs NGO’s especially for those women who are removed by society
due to some ethical reason; wants to order some utilities and stuff for women. By noticing some
female General Managers; she get comfort and able to freely asked for her needs.
Activity 2G
How is collaboration amongst diverse clients and colleagues encouraged in Tesco?
Collaboration among diverse clients and colleagues encouraged in Tesco by adopting different
employees knowing diversified languages and cultures and whenever a client following specific

religion of culture comes for deal; a familiar environment is given to him through appointing
same employee who belonging to his culture and religion to deal with them.

Activity 3A
1. Identify your organizations communication strategies and summaries their
contents in relation to your own job role.
Push Strategies:
Advancement mode that requires using corporate powers and exchanging promotion to promote
it through channels. The manufacturer updates the item to wholesalers, wholesalers update to
resellers and retailers update to buyers.
Pull Strategy:
An ad process that requires you to spend a lot on buyer advertising and promotion to improve
buyer demand. If the approach is fruitful, buyers will turn to their dealers for the item, ask
wholesalers and ask retailers.
2. What could be done to help meet the needs of non English speaking
member?
To solve such a issue number of steps given below could be adopted:
 All main points could be shown on PPT slides;
 A hand notebook about all issues and solutions discussed in meeting will be provided;
 Try to involve translator for bridging the gap of communication;
 For long term a proper English speaking and writing training will be provided to them.
Activity 3B
 A group of young and restless interns: Frank speaking with using native language instead
of jargons to communicate well with them. And pretend that they don’t have any
knowledge.

 A person with English as a second language: Try to use non verbal way of
communication; especially with movements of hand. Show more practical rather than
using theoretical way of communication.
 A mature employee who is hard of hearing: Same technique as used above
 A person from a cultural background different to your own: Try to gather information
about his/her culture and make sure that his culture is not harmed.
Activity 3C
1. What kinds of resources can be used to help facilitate effective
communication?
1. Open meeting
It is simple commitment to provide and how you feel your organization with open collections. In
this type of discussion, not only will they listen to what you are saying, they will also see and
hear. However, this procedure may be the best way to deal with a positive conversation with an
organization.
2. E-mail
In authentic situations, email letters remain strong. It allows you to send messages to your
colleagues by dragging them out of their workstations.
3. One by one
Experts have had the opportunity to demonstrate that some people see better when you come to
them and talk to them on an individual basis. Promise to stay in touch with them to authorize the
message to enter.
4. Use simple words

In fact, not everyone can be on the same page in terms of jargon. In this way, to be successful in
exchanges with your colleagues, use words that are easy to understand. The moment
misogynistic words are used, you can be abused and burn the precious time it describes.
5. Use visual elements
Visual points in crucial locations around the organization's workstations. They shouldn't just
listen to the message, they should look the same. This will allow for better understanding.
2. What resources to help facilitate effective communication are available in
Tesco? Where can they be found or how can they be requested? How can they
be integrated?
All the resources like visual elements, e-mails, native words, open meeting and face to face
interactions used by Tesco. It can be found within the company or training squads who can train
people having hearing problem.
It can be integrated with some experts and useful tools which can breach the communication gap
between employees.
Activity 3D
In Tesco; company is using appropriate communication strategies and it also keep improving to
certain barriers like talking or conveying messages to people having hear problems.
Activity 4A
1. Who are the key target groups for any diversity strategies in place at your
workplace?
 People having English as secondary language;
 Those having problems in hearing;
 People from different culture and ethnic groups

2. Five stakeholders in Tesco
1. Clients
2. Employees
3. Managers
4. Owner
5. Suppliers
3. Why is it important to consult with stakeholders when developing diversity
strategy?
Stakeholders are those persons who have stake or interest in the company. Any strategy not
meeting their need can lose their interest in the company and simultaneously can result in huge
cost to the organization.
Activity 4B
1. Summaries your organization’s diversity strategy and any workplace
policies and procedures with which it must comply.
It is far from necessary for every society to have a distinctive diversity policy, however, by law,
it is recommended that all societies should adhere to reasonable standards of good and value. For
example, some associations have enlisted to prepare childcare providers and services, according
to legally limiting industry codes to set such strategies.
Within the Commonwealth against the issue of segregation, an initiative could be considered a
legal obligation for any separation or promotion that takes place in the workplace or in relation to
a person's business, but; if only to prove very good that every sensible step to take to fulfill this
reduction.
Diversity policy allows society to design and manage an administrative framework and culture
that feeds good mix and implements practices and systems to ensure that the approach is
authorized (Management diversity in the workplace, 2020).

2. Write a proposal wherein you are an advocate for diversity strategies and
are suggesting how they can be implemented in accordance with workplace
policies and procedures.
This is perhaps the most important part to consider in a company's good mixing system.
Opinions and conclusions were collected on different combinations in the workplace of
Australian industrial pioneers and one of the most recognizable orders was the administration of
the center and occasionally also the firm of a completely inviting and strong workbench
diversified that allows you to implement any system among its largest workforce. Without the
company that buys, investing energy and preparation and greater awareness approaches the rural
area.
This perspective must be changed with direction, mentality and social influence in preparation.
As human resource pioneers you must support the preparation of your current administrators,
pioneers and staff to build a complete mindset and the behaviour and position that should be
demonstrated while working with people from different backgrounds.
Activity 4C
1. Identify the original objectives of your organisation’s current diversity
strategy/plan.
The original objectives of Tesco’s current diversity plan are to promote equality among all
employees and nurture the young talent for better opportunities for the company.

2. Evaluation matrix

Activity 4D
1. What are some of the things you should consider when ensuring that a
report on diversity strategy is given with the appropriate context?
Points to be considered:
 Is all relevant points and information’s covered in the report;
 Is the core issue has discussed briefly and profoundly;
 Are issues relevant with Tesco context;
 Is the solutions suggested are feasible.
2. Write a report on your workplace diversity strategies, covering areas of
success and failure, difficulties in implementation, and further areas for
improvement.
In the UK Tesco has an assorted company. Individuals are from a wide range of foundations and
companies. The number of people in the population has also changed.
These advances towards the population are called "socioeconomics". A key part is that more and
more people are working - a mature workforce. Tesco's strategy is to ensure that its employees
have equality of different people. He is quick to scan ability wherever he is. At Tesco, "Everyone
is welcome". Tesco believes that each person is unique and will bring new gifts and meetings to
work.
Tesco has a particular understanding of the meaning of "ability". He has confidence in seeing the
characteristics of each individual, without paying much attention to their experience and putting
resources to help them achieve the goals they set for themselves - to be as good as one might
expect. There is a constant race for competence. Good mixing, presentations and open doors are
equally essential for the working environment that there are laws that guarantee reasonable
treatment. For example, it is illegal to rationalize external decisions for reasons of old age, race,
incapacity, sex or sexual orientation. This is called separation.

The different mixing strategy of Tesco is crucial for the way it deals with planning, preparation
and promotion and this is reflected in the objectives of the sector. In practice, this means that
every job and every employee of Tesco has a role in what many call the "capacity system". This
structure is used to unlock and create potential for the future and consists of three sections:
 Capacity plans for the company
 Call plans for people
 Career advancement plans.
Reviewing performance
All members set goals and come to home projects to promote as an important part of a routine
monitoring process. All presenters have the same opportunity to talk about the show and their
role and have the opportunity to jump. Likewise, the leaders and groups of teachers always meet
to discuss who is ready to move, to face another problem or to help them create. This all takes
place within a normal annual cycle, so each producer’s goals and development plans can be
monitored and updated periodically.

Section B
1. Why is cultural awareness important?
When working in different societies it is important to understand cultural principles and
expectations for others. If not, you may make mistakes. These mistakes can be harmless or they
can be intense.
The benefits of being culturally aware are multilateral and, with the global economy,
intercultural organizations are turning into status. The SHRM Foundation reports: “At a very
basic level, socially appropriate communications and non-verbal corporate decoration are
essential to achieve them in the management of universal organizations or in the stipulation of
remote company agreements.
Observing the fundamental differences between cultures creates trust, improves working
relationships and drives out tasks. It also develops letters, which are the backbone of any
effective organization. When colleagues are interested in each other to discover social
similarities and contrasts and engage each other with desire, the result is beneficial. incredible
commitment.
A client may ask to talk about cultural awareness, given their places of work all over the world in
the United Kingdom, the United States, China, India and Sweden.
2. List five different types of diversity.
 Cultural diversity
 Racial diversity
 Religious diversity
 Age diversity
 Sex / Gender diversity

3. Which types of diversity will you most often have to consider in the
workplace?
Some state and neighborhood governments have allowed similar labor limiting segregation due
to certain merits of rational kinds. Some administrative acts have been passed in the last 50 years
to assist employees. Part of the enactment that promotes a diverse workplace mix includes the
Pregnancy Discrimination Act, the Americans with Disabilities Act, the Civil Rights Act and the
Equal Pay Act.
The most important diversity that often considered in the workplace is:
Race and Ethnicity:
Workplace diversity depends on race and ethnicity as important components to consider,
especially given the long, suspicious and controversial history of race in the United States and
various parts of the world. Race and ethnicity are used again, but they really belong to different
types of blends.
The race is related to a person's organic inheritance, which includes physical characteristics such
as itching, hair type and other related components. Race of a person can influence the perception,
for example, of the future and treatment of the framework of criminal equality. Ethnicity,
although characterized by race, is more about an individual's lifestyle than his science.
Someone's ethnicity can include several racial or ethnic classes. It is increasingly about the
common social or geographical history of science.
People of different racial and ethnic backgrounds bring a unique and variable perspective to the
work environment. Indeed, a follow-up report from McKinsey shows that societies with a high
degree of racial and ethnic discrimination of 35 percent are associated with more fundamental
monetary returns.

4. Describe the role of leaders and managers in encouraging diversity in
work practices.
Observing the work environment in different combinations is expanding and offers a unique
willingness to prepare delegates to understand how to develop a diverse workforce or
multicultural world. It is better to learn the right mix by observing the activity and behavior of
the society's leaders. In this sense, an organizational manager undertakes more work than an
educational, mandatory meeting or something else. Some of the roles have been mentioned
below:
Communication
Employees need to know the terms of the organization. They want to know what direction
society is taking as they prepare their staff for change. Building a matching technique on the
mixed mix is as crucial as the official message about rising investment costs.
Strategy
The authoritative procedure is the responsibility of the group leaders. Their crucial position, at
that stage, shapes the goals of the advanced administration who will take the necessary steps to
energetically position the invention. The influential position in relation to the variety of
combinations is to build a crucial agreement that includes how the organization thinks about a
good mix.
Support
There is a strong emphasis on top-down assistance for any authoritative problem and especially
valuable for facilitating a variety of work environments. Currently the producers are adopting the
different mix of the core support of the organization; they all go with the same model.

5. How can diversity practices positively improve employees’ experience
in the workplace?
These are employees who see the world unexpectedly and who apply their own terms and
encounters to present unique ideas to make your organization profitable. In addition, this is only
the peak of the performance lizard. Here are some of the real and ordered benefits of casting in
the workplace:
A wide range of ideas
A good mix in the workplace promises a wide range of ideas. Since a good mix in the workplace
means that delegates will have a number of characteristics and foundations, they are also
connected to a wide range of skills and meetings. Therefore, delegates in an organization with a
wide variety of work environments deal with a wide range of ideas, which are extremely useful
in terms of organizing and managing a business system.
Spreading innovation
Different combinations in the workplace encourage extended innovation. People with different
bases usually have different encounters and in this way different ideas. An introduction to a wide
range of ideas and perspectives encourages more innovation. The moment you create individuals
who see something very similar in different ways, you will get a mix of new and fresh ideas,
which will subsequently improve the innovation of your workforce.
More development
A mixed in the workplace promotes a higher level of development. As revealed in Josh Bersin's
study, 1.7 times cohesive organizations are associated with pioneering development in their
market. In a diverse work environment, delegates are exposed to different ideas and perspectives.
At a time when these different ideas meet, they often meet in modern ways, opening up ways of
development.

6. List relevant pieces of legislation which will affect your organization’s
diversity policies.
Some of the impact of legislation which could affect Tesco are given below:
1. Work health and safety.
2. Anti-discrimination and equal employment opportunity.
3. Occupational Health and Safety.
4. Use of company property.
5. Use of social media.
6. Drug and alcohol use.
7. Employee performance management and discipline.
7. List five benefits of workplace diversity.
1. Increased Productivity: Different working environment takes into account a number of
thoughts and methods. This variety of skills implies a wider range of ideas among
producers, just as there are a variety of meetings and ideas that will increase the potential
for increased profitability.
2. Greater creativity: while several companies and institutions collaborate, there is an open
door for greater innovation. This is because more people with different views and
responses to problems, ignoring a more explicit opportunity for a useful answer to a work
environment problem.
3. Enhanced cultural awareness: a wide range of workplace companies allow
organizations to manage the various sub-concepts within a global shopping center. In the
event that an organization works with China, for example, having a representative who
communicates in Mandarin is beneficial and can foster better relationships in the work
environment.

4. Positive reputation: Companies that have a different work environment are often viewed
as better companies. A competent company needs a company that recognizes and has an
open mind about all the things considered and treats its employees reasonably.
5. Increased Marketing Opportunities: If the presenters or prospective customers see that
an organization is talking to a different work environment, it forces them to identify more
with the organization. Usage by advertising that photos become mature people,
unexpectedly or ethnically linked, urges candidates to apply, develops a positive
reputation, and raises awareness about the mall and provides an increasingly diverse
customer base.
8. List two types of direct and indirect discrimination.
Direct discrimination:
Lists the physical and individual characteristics guaranteed by law and clarify that you may not
be treated humanely compared to others because of these qualities.
1. Disability.
2. Gender reassignment
Indirect discrimination:
Explains what is meant by indirect discrimination, when a practice, policy, or rule applied to
everyone puts certain groups of people at a disadvantage.
1. Marriage or civil partnership.
2. Pregnancy and maternity.
9. Describe how you would ensure fair treatment to diverse clients.
It is important for leaders to understand that pushing their program towards social competence
requires individual responsibility and a significant contribution from all employees. Social
competence is a positive mode of assessment and change, not a goal to be achieved once. In
order to move towards social fitness, employees should explore the positive concept of what life

is like for people who are not their own. Leaders should persuade individuals on the program
staff to adopt a neutral and attentive attitude towards various companies.
Cultural competence requires that people at all levels of the program understand how to value a
diverse mix. The organization can really demonstrate its commitment to social competence by
deploying human and financial resources and giving reasons for social acceptability by preparing
in the same way as it would for different types of goings-on proceeded with training. A
performance culture, where self-evaluation and employee progress are typical exercises of the
program, is evolving into social skills.
At the individual and group level, the achievement of social skills is an ongoing approach to
discovering society, social change and multilateral correspondence. To make sure we are
"socially capable" we need to:
 Be prepared. Discover culturally diverse letters and different societies.
 Know your social virtues, your doubts and your desires.
 Clarify key differences when it is fundamental. The most important are consistently
unknown.
 Help the new person.
Within business, it is necessary to set wishes with employees when registering and clarify anti-
discrimination and sexual harassment policies. Smart companies will have anti-bullying and
workplace harassment policies. Your current complaint procedure should strengthen the same in
these Policies. As long as they are managers, it is essential to discuss them with the client about
any key social problems and how to deal with any problems. For example, in the main meeting it
may be reasonable to consider and then talk about it in whole or in part in the footsteps and not
be suspicious. They are taken from The Silent Language.

10. Outline the professional development opportunities that exist within
your workplace. Identify any potential barriers to inclusivity that relate
to these. How could professional development opportunities be adapted
to remove these barriers?
Professional development opportunities:
One of the assessment rules listed in the Agreement between SUNY and United University
professions is "Continue to grow". Examples of getting on with development include things like
getting on with education, interest in relevant societies, scheduling in program preparation,
research, better job performance and responsibilities and extended responsibilities.
The administrator and the employee organize the delegate contribution level at relevant events.
However, all employees should record an activity in their presentation program. Appropriate
progress might be expected to develop an area “in need of improvement” from a past or
identified evaluation of new producer responsibilities or future call goals.
Some of the opportunities provided by Tesco have been given below:
1. Continuous training
 Sign up for formal degree programs, courses or seminars
 Pursue other qualifications, qualifications or qualifications through educational programs
2. Participation in professional organizations
 Attending local, regional, national and international meetings, conferences and shops
with the support of professional bodies
 Presentation of articles at conferences and seminars
 As an officer, board member or committee member
 Coordinated events with the support of the group
3. Skill-based training

 Effective skills-based training allows participants to learn essential conceptual or
behavioral information, apply learning new knowledge or behaviors, and receive
feedback on their performance.
 Make the most of a training program: talk to the supervisor about the reasons to
participate, what you hope to get out of it; Post-conference: give experience. Consider
what you learned during the training session and how you can apply it immediately to
your work. Practice the skills you have learned.
Potential barrier:
1. Employees Want to Separate Work from Personal Lives: Employer will be stressed that if
their employees do not have a strong equality between work and private life, stress and stress
will encourage burnout. In any event, instead of hoping to keep both parts of their lives
independent and unique, individuals expect that they should mix. Mobile phones and
innovation initiatives allow delegates to stay work-related while at home and communicate
with relatives when grinding.
2. Online Courses Are Easier Than Live Training: A typical drawback of web-based learning is
that delegates can navigate without too many considerations. Managers point out that they
will pay for preparation which will not force employees to learn basic skills. Web-based
learning conditions reinforce enthusiasm with modified learning tools. They allow
organizations to continuously collaborate to collect and organize information quickly as a
normal feature.
3. Employees Will Learn and Leave: Managers regularly feel that they are putting in high-
quality resources, drawing on their preparation, this information will be used by highly-
qualified employees to set up a more important salary with a competitor. Employees are more
like doing it when they can bring in what they have achieved.
4. Training Participation Will Cost Sales: Organizations will be afraid to remove their
contracting organizations from the field, but will prepare organizations for much more
specific performance. A study shows that every dollar put in preparation by resources

produces better ongoing revenue. In fact, even the most experienced sales representatives can
improve their ability to stand in front of their opponents.
Overcoming from these barriers:
 Support staff to identify areas for improvement through careful assessment of their
students' learning and subsequent reflection on their own practice.
 Give employees time to engage in research, resources and activities that support,
challenge and enable them to bring changes to their long-term practice.
 Support staff in assessing the impact of their professional learning on student
achievement and sharing practices with colleagues throughout the school and in the wider
teacher community.
11. What cultural differences may you have to take into consideration
when planning communications?
A productive workforce means making a campus the basis of a great mix, while changing the
weights, times and costs of managers. There are numerous funds that introduce communication
strategies in a socially diverse society. Nonetheless, I think the best way to understand and
implement strategies is to learn thoroughly. I came across an article by AG Professional, "Tips
for multicultural communication for today's world", which developed the best approach for
promoting successful communication. Here are four basic tips to keep in mind when
collaborating and talking to others in your company.
 Maintain an infectious attitude
 You may have some knowledge of people's social bases
 Use undivided attention
 Look at your non-verbal letters
 Maintain individual massage
It is essential to understand how individuals understand, provide and negotiate choices between
different types of culturally diverse bases. Despite the fact that some designations and practices

may be difficult to determine, a critical accent must be based on the idea of confession and
freedom.
Employees need to feel recognized, yet respected in a society. By sensitively addressing the
concerns and opinions of others, delegates will begin to feel confident about the workplace.
Distracted attention means focusing on verbal and non-verbal signs. Again, low-level companies
(most English-speaking countries) expect direct and personalized messages. Business
entrepreneurs who see the essence of a good mix who prepare and set aside efforts to increase
the value of their representatives, reap the benefits of a multicultural society.
12. Describe inclusive behavior.
Organizations depend more and more on multidisciplinary and multidisciplinary organizations
that consolidate the full potential of women and men, individuals of social heritage and younger
and more established workers. However, engaging a variety of people not only guarantees better;
it needs inclusive behavior.
Therefore inclusive behavior is an effort by employees to collaborate with organizations culture;
colleagues and his team leaders. It is simply a practice to adjust themselves according to existing
culture of the company.

REFERENCES
Management diversity at the workplace, 2020 [PDF]; Available online through: <https://aspire-
solidus-production.s3-ap-southeast-2.amazonaws.com/assets/BXDIV501/samples/
BXDIV501.pdf>