Managing Diversity in Workplace

The assignment requires analysis of diversity management challenges within an organization. It involves discussing the importance of conveying policies to employees, displaying posters with information, and eliminating conditions where employees claim they did not have knowledge about policies. The task also includes referencing various books, journals, and online sources related to managing diversity and team dynamics.

MANAGE DIVERSITY IN
THE WORKPLACE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1. Diversity policy based on scenarios...................................................................................1
2. The supplication of the specific policy...............................................................................1
3. Actions ensuring diversity policy ......................................................................................2
4. Collecting feedback and ideas............................................................................................2
5. Requirements for diversity in selecting and recruiting staff .............................................3
6. Training addressing issues of difference in a team............................................................3
7. Manage allegations of harassment and address each diversity issue.................................3
8. Ways to identify and outline key features of relevant current legislation..........................4
REFERENCES................................................................................................................................6

INTRODUCTION
Equality and diversity plays an important role in every kind of business or organisation,
managing diversity is a continuous process with regards to different abilities, skills, capabilities
and talents among individuals.. Diversity is a practice of supporting and addressing multiple
characteristics and lifestyles within a group of individuals. The present report will identify
various policies related to diversity management with respect to the given scenario (Harvey and
Allard, 2015). The report will review diversity policies to take appropriate actions according to
given conditions.
1. Diversity policy based on scenarios
VTI Group is culturally diverse and treats all individuals with respect and dignity,
whether they are clients, colleagues or others. Unlawful discrimination, bullying, harassment of
any kind, victimisation, or any other unacceptable or offensive conduct to other VTI Group
clients, employees, visitors or anyone else in the work, or in organization sponsored events, ca
not be tolerated. The company has fewer employees that are exempted from federal
discrimination laws; according to given scenarios the employees voided these discrimination
laws. Most states have different discrimination laws (Barak, 2013). Although sexual harassment
is a major issue faced mainly by female employees like in the scenario given. Under Civil Rights'
Act 1991, employees who think that they were victims of job discrimination due to sex, religion,
race or disability are entitled to a trial by management or jury. The organisation's diversity
policies clearly state that there should be no discrimination and harassment among employees at
workplace.
2. The supplication of the specific policy
In the first scenario, anti-discrimination policy must be applied, as it is clearly observed
that there is a sex discrimination observed in the case of Sarah. The second scenario in context to
Irene who was responsible for handling the event failed to perform her duties properly. He
voided the diversity policy of company (Eubanks, Joinson and Dove, 2016). In the other
scenario, a male worker sexually harassed a female co-worker which is again a violation of
diversity policies of an organisation.
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3. Actions ensuring diversity policy
There are various actions that must be taken in order to make sure that diversity policies
are implemented in an organisation -
 Proper sharing of information and experience – The management professionals’ needs
to make sure that all employees are well informed with diversity and discrimination
policies of organisation (Hoteliers’ small ideas ignite big innovations. 2016)
 Training programs – Employees must be provided effective training in order to
understand needs of diversity and related policies. It helps employees to know the
importance of diversity and discrimination policies as well as consequences they face by
voiding them. (Mathieu, and et.al., 2015) With assistance of training, employees may be
able to get idea and understanding about significance of diversity and equality at
workplace.
4. Collecting feedback and ideas
Collecting feed back and new ideas from the employees is very beneficial for the
management of an organisation. It helps and support the firm to make effective changes in the
policies, functions and activities implemented in the business. It is also essential to measure or
evaluate the effectiveness of the polices applied in a company or business with regards its
employees or functions. Furthermore, employees working in the organisation also provide
various new techniques or methods of performing a task in the organisation which is useful to
increase effectiveness and efficiency of the business. In order to identify the feedbacks and ideas
of employees with regards to various policies of diversity and discrimination. The management
can conduct personal interviews with each and every employees working in an organisation; it
will help in getting personal feedback from each employee and also assist in collecting different
and unique ideas. The management can also conduct an event or group discussion which enable
each and every employee to share their ideas or thoughts effectively (Batenburg, van Walbeek
and in der Maur, 2013). The other common method used by organisation or companies is
conducting meeting or conferences which also beneficial in sharing ideas and collecting
feedbacks of employees.
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5. Requirements for diversity in selecting and recruiting staff
At the time of recruitment and selecting staff and workers within a company,
management have to follow and implement legislations and policies regarding employment law
and rights through which they cannot discriminate at workplace. At the time of recruitment and
selection, a company can follow equal opportunity and discrimination law so as they can get
their rights and precise regarding working at workplace. With the help of discrimination
legislation, diversity can be effectively managed at workplace. In addition to this, no one can
discriminate employees on the basis of their age, gender, region, culture, personal relation etc.
(Earls and Myers, 2010) Thus it can be said that with help of equal opportunity and
discrimination legislation, company can manage diversity at workplace in effective and efficient
manner. With help of this practice, sex discrimination can also reduce. Manager cannot
discriminate with any candidate on the basis of their sex at workplace because all male and
female will consider as same aspect (Heginbotham, 2012). The recruitment and selection of
employees can be performed according to their capability, ability, knowledge and skill with the
help of legislation regarding employment rights.
6. Training addressing issues of difference in a team
Training needs can be identified in an organisation by evaluating issues or problems as
arises in an organisation or company. In addition to this, training is component of a diversity
initiative. Diversity awareness training is utilized to raise employees' understanding of and
sensitivity to cultural and other deviations. By building awareness and understanding, training
render a foundation for behavioural change (Emerson and et.al., 2012).
The training needs are effective communication skills, managing diversity skills and code
of conduct in employees. With the help of effective training and development of workforce,
company can manage the diversity at workplace. With the use of training and development
within organisation, management can provide awareness and idea to employees regarding the
diversity and equality at workplace (Glasby, 2012). With the application of training program,
employees can learn about importance of diversity and equality at workplace. In addition to this,
a company can overcome discrimination issue among workers with help of training program
7. Manage allegations of harassment and address each diversity issue
In accordance with the case, there are total four different types of scenarios given. In
order to manage allegation of harassment, it is important to take up steps before any complaints
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filed, information regarding organizational policies should be posted related with sexual
harassment stating it will be investigated and will not be tolerated. Further, several ways should
be provided so that employees can formally make complaint (Syed and Pio, 2010). Employee
who has complained should be called and all the details regarding incident should be taken.
Then information should be conveyed to the person who is accused. Then interview should be
made for potential witness. All the gathered should be considered and appropriate decision
should be taken. Decision should be consulted with an attorney in order to ensure that all
situations are properly analysed. Further, management should make sure that no such incidents
take place.
For the scenario of Sarah, it is important to make sure that both employees should
communicate regarding the importance for completing project. Further, any type of improper
actions or statements made by any employees will be taken into serious actions, and should be
communicated with them (Schermerhorn, Davidson and McBarron, 2014). Apart from this, all
workers should be provided with equal importance and their interests need to be taken into
proper consideration.
All employees within a firm should be aware of policies and laws informed to workers.
When they have proper understanding of the same, then it becomes favourable to make them
realize if any mistakes are made from their part.
8. Ways to identify and outline key features of relevant current legislation
As per the type of current diversity issues and complex situations faced, there are
different types of ways that are identified along with key elements of diversity such as age,
gender, diversity of abilities, ethnic and social. In each condition, management is required to
understand the situations overall. This is possible when they are able to get details from all
people who are involved. The information that is provided enables to make sure that which
legislation can be applied. In context to this, it is needed to have proper understanding of laws
that are included and followed within organization. There are laws like Equality Act 2010,
Discrimination Act, etc. (Allen and Eby, 2011). It is important for the managers to make sure
that all these details are properly conveyed to employees when they are hired.
Further, it is also required having poster displayed within business environment so
that they are able to convey or provide adequate details to all workers regarding policies that are
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followed within firm. There are situations identified in which people who accepted their mistakes
stating they did not have any information. So these types of conditions can be eliminated.
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REFERENCES
Books and Journals
Harvey, C. P. and Allard, M., 2015. Understanding and managing diversity. Pearson.
Barak, M. E. M., 2013. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Guillaume, Y. R., and et.al., 2014. Managing diversity in organizations: An integrative model
and agenda for future research. European Journal of Work and Organizational
Psychology, 23(5). pp.783-802.
Eubanks, D. L., Joinson, A. and Dove, J., 2016. Team dynamics in virtual, partially distributed
teams: optimal role fulfillment. Computers in Human Behavior, 61.pp.556-568.
Mathieu, J. E., and et.al., 2015. Team role experience and orientation a measure and tests of
construct validity. Group & Organization Management, 40(1), pp.6-34.
Batenburg, R., van Walbeek, W. and in der Maur, W., 2013. Belbin role diversity and team
performance: is there a relationship?. Journal of Management Development. 32(8).
pp.901-913.
Earls, J. and Myers, T., 2010. Fascial Release for Structural Balance. North Atlantic Books.
Emerson, E. and et.al., 2012. Improving health and lives: The Learning Disabilities Public
Health Observatory. Advances in Mental Health and Intellectual Disabilities. 6(1). pp.
26–32.
Glasby, J., 2012. Understanding Health and Social Care. The Policy Press.
Heginbotham, C., 2012. Values-Based Commissioning of Health and Social Care. Cambridge
University Press.
Syed, J. and Pio, E., 2010. Veiled diversity? Workplace experiences of Muslim women in
Australia. Asia Pacific Journal of Management, 27(1), pp.115-137.
Schermerhorn, J., Davidson, P. and McBarron, E., 2014. Management: Foundations and
Applications (2nd Asia-Pacific Edition). John Wiley & Sons.
Allen, T. D. and Eby, L. T. eds., 2011. The Blackwell handbook of mentoring: A multiple
perspectives approach. John Wiley & Sons.
Online
Hoteliers’ small ideas ignite big innovations. 2016. [Online]. Available through:
<http://www.hotelnewsnow.com/Article/9437/Hoteliers-small-ideas-ignite-big-
innovations>.
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