Managing Diversity and Work Life Balance

This report discusses the importance of diversity management in the workplace and its impact on organizational culture and decision making. It also provides recommendations for managing diversity in the workplace.

Running head: MANAGING DIVERSITY AND WORK LIFE BALANCE
MANAGING DIVERSITY AND WORK LIFE BALANCE
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Introduction:
The aim of this report is to discuss the diversity management capability of CERA, a
company that works on a large scale across the globe. This report will analyses the
importance of diversity management in the workplace while organizing it. The company must
promote the culture in such a way that each and every employee can see the essence of
diversity in their organizational culture as well as decision making process. Civil Engineering
Research Associates or CERA has been working on the basis of old model of HR recruitment
but it need to change its policies regarding recruitment and door must be opened for the
people having different background so that they can attain cultural diversity. In addition to
this the diversity management starting from the recruitment as well as election is not an easy
task but needs reviewing of the HR policies according to the Global competitive environment
timely so that the company can attain its goal positively. This paper will be discussing the
importance of diversity management, business rationale argument, current receivers of
diversity management, HR planning and stakeholders in human resource department. It
concludes with the recommendation that the company must follow to manage diversity in the
workplace.
Importance of diversity management:
In order to maintain the diversity in the workplace, the HR department of the
company need to ensure that they are selecting diverse pool of talents for improving the
situation of the organization. This will create huge opportunity for the company to expand its
business in different parts of the world. The HR manager needs to ensure that recruitment of
the skilled candidates having diverse cultural background. Having diverse people in the
workplace in the company can lead to bring diversity in product. Another important diversity

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management is that it helps in retaining the choices. The well managed recruitment program
can help choosing the best candidates and enhances diversity in the organizational culture.
Business rationale argument:
Diverse working atmosphere is consists mainly of multiculturalism where the people
from different cultural background are accumulated to lead the company towards achieving
the goal. The diversity management takes care of the problems at different levels that position
the strategic, operational and managerial functions (Wrench, 2016). There must be a proper
situation and communication between the higher and lower level of management so that the
information can be properly synchronized and delivered to the lower level employees. The
senior level executives in the company are responsible to manage this multicultural
environment to which will enhance the scope for the organization. CERA needs to promote
the multicultural environment through reviewing its HR plan. It has a conventional HR policy
that only leads to trouble. This practice has to be achieved through the development of a
cohesive environment. In the workplace while the employees will see that people from
different cultural background are entering in their teams, they will be able to see one
particular issue from different points of view. This will give the scope up of understanding
one problem from different aspects which will definitely manipulate the employees to support
this diversify program. According to the theorists when a company becomes multicultural it
can overcome the loopholes in the organizations. It is to provide the Employees with an
Insight so that they can convert their dreams into reality and achieve the organizational goal
properly (Weisinger, Sowa & Word, 2017). CERA initially Mein face issues in implementing
new HR policies supporting diversity but gradually when the employees will be convinced to
create a sense of cultural awareness and think from different points of view, the problem will
be eliminated completely. They will be exposed to different types of ideas that will create the
entire work force in a large social network team which will help to increase the business base.

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Current receivers of diversity management
Organizational competitiveness highly depends upon its ability to impress the factors
of diversity. The organization in our days have understood the benefits of enhancing diversity
in the workplace. These organizations who have already incorporated and adapted diverse
situation of the Global Business can easily handle the diversity issues at their workplaces.
They have develop their own policies according to their necessities. Now the beneficiary of
diversity management relates to the organizational capability to expand its business on the
basis of having multi-cultural environment (Knights & Omanović, 2016). The companies
which encourage the diversity management actually help to inspire the employees of the
organization which ultimately helps to get the opportunity for handling any type of Human
Resource related issues in the future. Diversity management helps to get a wide range of
experiences and skills incorporated in the organization. In case of CERA, it gives the scope
of developing a diverse range of services. The diverse environment of the organization
benefits it through considering the different viewpoints provided by the individual employees
when it is framing its business policies. The seniors meeting out the need of the organization
and increases the opportunity in the market. Not only it helps in planning and designing
projects among the employees, but also helps it to understand the demand of the market
(Manoharan & Singal, 2017). This leads the company to manufacture products or provide
services to the customers according to the needs.
HR planning
It is the human resource that it creates scope for the organizations to design, plan,
manufacture and finally serve the customers this is the reason why the employer. this is the
reason why the employees are the Asset for any type of organization working any type of
industry it is the managers who actually understand the importance of skilled and well trained
workers so that they can motivate them to who reach the common goal (Ashikali &

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Groeneveld, 2015). The business managers are the responsible person to communicate any
type of changes or any idea of the business to their subordinates. This is why the diversity of
workplace is needed to be properly handled. As mentioned before the managers communicate
the business ideas to the Employees but in case of diversify and what place the understanding
of the employees differ from one another (Cho, Kim & Mor Barak, 2017). Having different
national and organizational culture, these employees have different level of realizing the
importance of any information step as the company is seeking opportunities for resolving the
complications related to diversity it needs to eliminate the old procedures of recruiting
candidates and send more upon the tools auto techniques that can judge the candidates on the
basis of their skills and understanding, then recruit them in the organization this will mitigate
the issue of conflicts among the employees and the management will be stronger (Gajjar &
Okumus, 2018). CERA as now operations in the different market all over the world, has
followed different market entry strategies. Similarly to make the organization more effective,
it has to being changes in the HR policies where diversity management will have an
important part to play.
Stakeholders in human resource department
The stakeholders from any level either primary or secondary play an important role in
the competitive business scenario. The stakeholders in case of diversity management at the
minority group of people residing in the country where the business is being done. The
stakeholders consultation regarding diversity management and recruiting employees play a
significant role (Dreachslin et al., 2017). This is due to the fact that selecting members from
the communities play our part in the company’s corporate social responsibility. It has been
seen that the business which engage in in a good relationship with the stakeholders can make
good performance step therefore the stakeholder consultation in the recruitment process can
put positive effect in the selection and satisfaction of the employees recruited (Madera,

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Dawson & Neal, 2017). This gradually helps in building a positive connection with the
management it off the employees that shapes the organization to get engaged with. This
creates a positive job profile which is essential for the business organizations to address the
computing interests and different priorities so that it can shape the priorities. This also helps
the organization to acknowledge the Expectations of the communities which eventually helps
to acknowledge the expectations of the stakeholders in one hand and achieve the desired
results on the other (Hennekam, Tahssain‐Gay & Syed, 2017). Thus the organization will be
able to game a valuable insight as well as information from the stakeholders which will help
them to achieve the common goal. This also provides full of valuable experience, knowledge,
Insight for recruiting perfect employees who can adapt the organizational culture but
maintain their distinguished skills and ideas.
Conclusion
Therefore it can be concluded that the company when gets the support from the
employees can develop a positive organizational culture which lead the company to attain
sustainability in the competitive world of business. In case of CERA, it is the Human
Resource Department which will guide the company to enhance cultural diversity in the
workplace in one hand and manage it properly on the other. By the method of increasing and
managing diversity in the organization, this company can get competitive advantage in every
market where it operates. The diversity not only helps to understand the demand of the
market but also enhances capability of the internal factors. The employees while come from
different cultural background, can see one particular idea from different points of view and
analyses them based on their own understanding. In the case of CERA, the main problem of
managing diversity lies in the fact that it has been following a conventional method of
selecting, recruiting and managing the human resource that does not support cultural diversity
in the workplace. this is due to the reason the company has been facing issues in expanding

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its business in the different market and getting a full understanding of the demand of the
customers of that particular market.
Recommendation
As mentioned before, the employee selection and management of the company needs
to be changed at the time of entering the market. By matching the national culture, it needs to
be adaptable with diverse workforce.
Secondly, it needs to have a realistic goals through developing metrics. It needs to
compare the standards and the actual outcome, so that assimilation of the desired results can
be gained within a required time period.
Thirdly, the company needs to put all the human resources and fiscal resources in a
place so that incorporation of the policies in organization when changing all important
fictions can be done.
Finally, the company needs to remain prepared for promoting diversity that may help
to process necessary goals. Thus it will be able to set up a system that will enable the
company to choose the most efficient persons from the candidates and enable to create a
multicultural environment at the organization.

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