Managing Diversity at Workplace

This article discusses the importance of managing diversity at workplace and how to implement diversity policies effectively. It also covers anti-discrimination policies and how to address discrimination based on age and disability. The article provides solutions to manage workplace issues and how to evaluate the effectiveness of diversity policies.

RUNNING HEAD: Managing Diversity at Workplace
Managing Diversity at Workplace
Laptop04011
[Pick the date]

Managing Diversity at Workplace 1
Contents
Task 1..........................................................................................................................................................1
Task 2..........................................................................................................................................................7
References.................................................................................................................................................11

Managing Diversity at Workplace 2
Task 1
Question 1
The formulation and implementation of the diversity policy according to scenarios present in the
case study are discussed below:
 Gender equality Policy: Under the gender equality policy the organization should the
notice that no person in the society can deny to work with the minority gender present at
workplace. Or they cannot resist working with other employee due to difference in their
genders. This reason should be regarded as void. Also, the gender equality aims to recruit
employees and initiate the act of gender equality at the workplace (Barak, 2016).
 Cultural Diversity Policy: Lastly, through the cultural diversity policy the management
should make sure that the activities of the company take care interest of all the employees
of the company. The activities of the management should not harm the religion, caste,
thoughts, etc. of any person present at workplace.
 Disability Indiscrimination Policy: Under the discrimination policy, the management
should ensure that they take care of the interest of disabled people in the activities of the
company. The management should make sure that they provide adequate services to the
disabled people in the organization and in no way try discriminate them.
 Harassment Policy: The Company should implement the diversity policy that should
clearly states the ways in which the employees should communicate with each other and
what activities can comes under the process of harassment. The management should also
disclose the do’s and don’ts under this policy (Singh, 2018).
Further, the organization should review the relevant policies in the activities of the organization
by monitoring and evaluating the work of the company and providing them feedback
accordingly.
Question 2
The management of the organization should determine the implementation of specific policies in
the case scenario in the above mentioned ways:

Managing Diversity at Workplace 3
 The Gender Equality Policy should be applied in the case of Sarah and Kelly under which
the management should ask Sarah to work with Kelly as her gender is no valid reason to
deny working with her.
 With the help of cultural diversity policy, the organization should make sure that they do
not harm the interest of any employee of the company. They should entertain vegan as
well as non-vegan employees in an office event (Guillaume, et. al., 2017).
 The Disability Indiscrimination Policy should apply in the organization in such a way
that the management should consider the interest of the disabled employees of the
company while initiating any activities at workplace.
 The harassment policy should be applied in the case where a female complained that a
European co-worker harassed by giving inappropriate comment to her and approaching
her again and again even after her denial. In this case, the organization should use this
policy to resolve the conflict and state that the statement of the co-worker was said to
actually harass her or it was just a complement (Greene, & Kirton, 2015).
Question 3
The ways with which the company would ensure that diversity policy is understood and
implemented by the all people are discussed below:
 Communication: communication is the best way to ensure that the diversity policy is
understood and effectively implemented by all the parties related to the activities of the
organization. Communication refers to the process exchanging information with each
other and suggesting their views and opinions as well. It is important for the organization
to communicative with each other so as to let the other know about their issues and
problems in an organization. There are two types of communication in an organization
that are informal as well as formal communication. The management should initiate
meetings and discussions with the employees of the company who are implementing the
diversity policy, they should formally ask for their opinion related to this policy of
diversity (Rice, & White, 2015).
 Compliance: The management should ensure that the employees comply with the
implemented policies of the company. They should further monitor and evaluate the
activities of the company to ensure the implementation of the policy.

Managing Diversity at Workplace 4
 Monitoring and evaluation: The managers of the company should also monitor and
evaluate the implementation of diversity policy in the organization. If the employees of
the company have started working according to the policy, the monitoring and evaluation
process will effectively help the company to gain information about that. And if the
employees are facing difficulty in implementing the same then the company should
initiate feedbacks to helps the employees implement the policies (Lynch, 2017).
Question 4
In order to determine the currency and efficacy of the diversity policy implemented by the
company, the management should ask for feedback of the employees (especially lower level
employees) of the company. These employees are the people who coordinate with such diversity
activities and make it applicable in the activities of the organization. In response to which the
organization should ask for the feedback of these to better know the applicability and
accountability of the diversity policy. The feedback should be collected from all the employees
of the company with the help of questionnaire. The management should ask for the feedback of
the stakeholders of the company in order to improve the implementation of the diversity policy
of the company. Questionnaire, one on one meetings, feedback form etc. are some of the ways
with the help of which the organization can effectively ask for the feedback of prospective
people in the organization (Rees, & Smith, 2017).
The top level management of the company only frames the policy but the middle and lower level
of management need to implement the diversity policy in their activities, in regards to which it is
important for the organization ask for the feedback from these people so as to ensure the
currency and efficacy of diversity policy implemented in the organization.
Question 5
Diversity should be the foremost priority of the organization while carrying the recruitment and
selection process in the organization. The human resource management of the company should
consider it as the need of the business to employ diversified workforce in the activities of the
organization. The organization can aim to diversity at workplace by initially organizing the
recruitment process at different parts of the world. They should not only hire people from the
domestic market but they should welcome expatriate employees and give them priority as well.

Managing Diversity at Workplace 5
This will ensure the process of diversity at workplace (Cui, Vertinsky, Robinson, & Branzei,
2018).
Further, diversity should not be focused on the basis of culture, but the management should also
recruit diversified workforce on the basis of caste, creed, age, gender etc. They should be aim to
hire different types of people for their organization. The management should set focus and goals
to employ diversified employees and they should also post ads accordingly. The advertisements
off recruitment for the organization should portray that they are welcoming different types of
employees for the organization. Also, they should aim to maintain gender equality in the
organization by employing men, women and transgender in the organization. As the company
has high number of male member working in the organization as compared to other genders, in
response to which the management should employ other types of people in the organization.
They should aim to create gender equality at workplace. In order to determine the underpinning
sex discrimination requirements, the organization should give more priority to the inferior gender
group in the workforce (Harris, 2017).
Question 6
Every employee in the organization at some point of time requires training in their job process.
This need should be adequately identified by the management of the organization they should
proactively take actions to assist them as well. Further there are three stages of training need
analysis that helps the company in identifying the actual need of training. These stages are
discussed below:
Organizational need: under this step, the management identifies the overall need of training in
the business. The organization identifies the need to train the employees due to which in change
in the law, political or economic factors connected with the organization.
Task need: In this step of the training analysis, the organization examines the training need
associated with job requirement along with the skills and knowledge of the employees.
Individual need: Lastly, in this step the organization identifies the need of training in the
employees on the basis of their nature and requirements of each employee. This type of need of
training in the employee is identified on the basis of feedback given to them (Wilson, 2014).

Managing Diversity at Workplace 6
Further, in order to identify the training need to address the issues of difference in the team the
company can evaluate it by the number of conflicts arising in the organization and the
effectiveness of the work done in the organization. High number of difference can never give
quality results to the organization. Also, the individual need will also help the management to
identify the training needs. The training program initiated by the company to aim to resolve the
conflicts arising between the employees and helps them to understand each other’s point of view
as well (Martin, 2014).
Question 7
Being the team leader of the group, it is the duty to manage all the complex issues present at
workplace and effectively aim to solve them as well. The company is currently facing the
problem of harassment and diversity issues as well. The best way to manage the allegations of
harassment or any other issue associated with the activities of the organization is by the way of
training the employees regarded the corporate culture and objectives of the company. The
company should train the employees with the code of conduct of the company and the do’s and
don’ts of the organization (Bamel, Paul, & Bamel, 2018). Workplace issues can be managed
when all the employees of the company come together to understand each other and aim to
resolve such issues. The management should initially train the employees to respect all the
employees irrespective of their sex, age, caste, religion. In this way the employees will start
respecting the opinion of different people that will eliminate the problem of harassment from the
organization.
Further, communication is the second best way to address the diversity issues according to the
established organizational conflict resolution procedures. Conflicts in an organization can arise
when two employees disagree to one things; difference in opinion is the biggest cause of
conflicts in an organization. So, the management should aim to enhance the communication
skills of the employees so that in case of issues the employees can collectively resolve it by
communicating with each other. Also, the management should initiate fair practices at the
workplace in a transparent manner. Transparency in the activities of the organization will
automatically resolve most of the problems of the company (Zein, 2016).
Question 8

Managing Diversity at Workplace 7
While addressing the current diversity issues and complex situations, it is important for the
organization to identify and evaluate key features of relevant current legislations. Current
legislations and policies will give direction to the activities of the organization and will help
them to initiate activities accordingly. It will also help the organization to understand the
difference between right or wrong. Resulting to which, it is crucial to identify the current
legislations and address them accordingly in the activities of the organization.
Further, it should be noted that the organization can effectively identify the relevant current
legislations by taking into account the current and issues and situations. The issues will itself
help the organization to locate the facts that will help them to resolve the complex situations
automatically. The management will closely look into the core of the issue that will help them to
identify the real problem on the basis of which they should outline the effective strategies and
policies to overcome the issue (Lambert, 2016). Every organization has different organizational
structure on the basis of which they should implement policies in the environment. Thus, this is
another aspect that will help the organization to identify and outline the key features of the
legislation. The management of the company should make sure that the legislations formed and
amended by the company identify and address the key issue of the company as well. So, it is
should be noted that all organizations have their different diversity challenges on the basis of
which, the organization should effectively outline the relevant legislations as well (Bursell, &
Jansson, 2018).

Managing Diversity at Workplace 8
Task 2
Question 1
The objective of anti-discrimination policy at workplace is to treat all the employees equally with
respect and dignity and make sure that no employee feels insecure while working in the
organization. The objective of age discrimination at workplace is to offer equal working
opportunities to all the employees irrespective of their age, sex, caste etc. differences. Further,
the objective of diversity policy is to make sure that all the employees work respectfully at
workplace without harm culture/background of any employee. It is important for the
organization to monitor for the effectiveness of these rules and regulations and to make sure that
all the employees follow them (Ilmarinen, 2016).
Question 2
In order to determine the application of specific diversity policies to ensure that the organization
is adequately following the legislative requirement; the human resource manager should initially
hire diversified workforce at workplace. People with different culture background employed in
the organization will help them to effectively apply the policy and monitor its activities as well.
Further, the company can also determine the diversity policies implementation at organization by
grouping culturally diverse people together. This will help them to ensure that the diversity
management practices of the company are followed.
Question 3
It is the prime and utmost duty of an organization to take care of interest of all people of the
organization irrespective of their caste, creed, disability etc. In regards to which it is important
for the organization to take adequate measures to address the discrimination disability and ensure
that the interest of these people is aligned in the society. The company should initiate team
meeting under which they should train the employees to treat all the people equally and help
each other in successfully completing their activities as well. They should also implement some
special provision for the disable employees under which they should receive assistance to carry
their activities effectively (Lourenç, & Dó, 2014).

Managing Diversity at Workplace 9
Question 4
Feedback is one of the most important components that help the employees present in the
organization to effectively grow and learn about the activities that they were performing wrong.
For ensuring currency and efficacy of a workplace diversity policy, it is important for the
management to provide feedback to the employees according to which they should improve their
activities at workplace. Feedback will help the organization to set specific target for the
employees and it will help the employees to get a direction.
Question 5
Discrimination is like termite for the organization that erodes the effective and efficient activities
of the management. When racial discrimination is faced in an organization by the employees, it
is essential for them to address the matter in front of their managers and demonstrate their
opinion as well. As different people coming from different cultural background have different
point of view which should be communicated to other employees, in response to which the
management should integrate diversity in the organization and help employees learn different
cultures of other employees as well. The organization should welcome different culture and
manage the interest of employees accordingly (Chao, Cho, Rattan, Savani, & Zou, 2017).
Question 6
While sequencing complex tasks and negotiating key aspects of workplace role, it is essential for
the organization to aim for diversity within recruitment process so as to initiate innovation and
diversity practices at workplace. Recruitment of employees coming from different parts of the
world makes easy for organization expand their scope of different parts of the world. Also, as
diverse people come together to work with a same motive that helps the organization to initiate
innovation and brainstorming activities at workplace. Thus, in order to grow and sustain its
activities, it is important for management to aim for diversity recruitment at workplace (Suarez,
Anderson, & Young, 2018).
Question 7
Need for training at workplace can be easily identified by the behavior of employees and issue
occurring in initiating the activities. The organization can identify the training needs by looking

Managing Diversity at Workplace 10
at the issues faced by the employees of the company, their unethical behavior towards
organization and communication barriers as well. Further, the issues of difference within a work
team can be easily identified by the conflicts in the thinking of the employees and their opinions
as well. Training is a crucial need that should be identified by organization by the behavior of the
employees of the company (Goswami, & Goswami, 2018).
Question 8
While assisting the staff to work with differences, if the organization will have effective
communication and informative documents then it will assist the organization in initiating their
activities. The two aspects communication and informative documents will support the purpose
of the organization and help the staff to use it and create an output for the organization. In the
course of working effectively with differences, the company might issues that will easily get
resolved if these two aspects are present with the organization.
Question 9
While managing allegations of harassment and addressing complaints, it is important for the
organization to demonstrate compliances and improve established diversity policies and
procedures to better meet the organizational goal. It is important for the organization to initiate
such actions so as to make the person accountable for the wrongful act done by them. These
policies and procedures also helps an employee at the organization to understand the difference
between right and wrong activities and comply them accordingly. Further these policies also
assist the organization in actively developing the organizational objectives. The three laws
related to this concept are Racial Discrimination Act, 1975, Disability Discrimination Act, 1992
and Sex Discrimination Act, 1984.
Question 10
It is important for an organization to promote human rights within its workplace diversity policy
while enhancing corporate image and reputation as it will help the organization to portray a good
and effective image in the external environment. If the organization promotes such activities in
the environment, then it will show that the company is concerned towards employing diverse
human resource and satisfy their requirements as well, resulting to which the corporate image of

Managing Diversity at Workplace 11
the organization will improve itself. Also this aspect will satisfy the employees of the company
that will enhance the reputation and help the company in attracting prospective people as well
(De Jesus-Rivas, Conlon, & Burns, 2016).
Question 11
The idea of diversity can come from the aspect of globalization and expansion as well as the
process of diversity helps an organization to employ different types of people that will bring
success for the company. If an organization has adopted diversity in recruitment then it will
create a different image of the company in the eyes of customers that will gradually help the
company to attain competitive advantage as well. Further, people will get to know that the
company as diversified workforce which will act as an attractive feature for them to attain the
services of the organization.
Question 12
The management can support the organizations efforts while valuing diversity with its workplace
environment by proactively aligning the interest of all the people towards the same motive. The
management can initiate such activity by training the diverse workforce to work effectively for a
single motive that is to gain competence. Further, if the organization value diversity at its
workplace then it is already support the organization and helping it to grow in the competitive
environment as well (Bratton, & Gold, 2017). Thus, the management can support organizational
effort by shifting the interest of all activities towards fulfillment of organizational objective.

Managing Diversity at Workplace 12
References
Bamel, U. K., Paul, H., & Bamel, N. (2018). Managing Workplace Diversity Through
Organizational Climate. In Flexibility in Resource Management (pp. 87-97). Springer,
Singapore.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. California:
Sage Publications.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. London:
Palgrave.
Bursell, M., & Jansson, F. (2018). Diversity preferences among employees and ethnoracial
workplace segregation. Social Science Research.
Chao, M., Cho, J., Rattan, A., Savani, K., & Zou, X. (2017). Bridging Cultural Divides and
Managing Diversity. In Academy of Management Proceedings, 2017(1), 13845).
Briarcliff Manor, NY 10510: Academy of Management.
Cui, V., Vertinsky, I., Robinson, S., & Branzei, O. (2018). Trust in the workplace: The role of
social interaction diversity in the community and in the workplace. Business &
Society, 57(2), 378-412.
De Jesus-Rivas, M., Conlon, H. A., & Burns, C. (2016). The impact of language and culture
diversity in occupational safety. Workplace health & safety, 64(1), 24-27.
Goswami, S., & Goswami, B. K. (2018). Exploring the Relationship between Workforce
Diversity, Inclusion and Employee Engagement. Drishtikon: A Management
Journal, 9(1).
Greene, A. M., & Kirton, G. (2015). The dynamics of managing diversity: A critical approach.
UK: Routledge.

Managing Diversity at Workplace 13
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Harris, R. (2017). Embracing DIVERSITY for a healthy workplace. Journal of the Australian-
Traditional Medicine Society, 23(1), 28.
Ilmarinen, J. (2016). Interview: How to work with Diversity. In Re-thinking Diversity (pp. 157-
168). Springer VS, Wiesbaden.
Lambert, J. (2016). Cultural diversity as a mechanism for innovation: Workplace diversity and
the absorptive capacity framework. Journal of Organizational Culture, Communications
and Conflict, 20(1), 68.
Lourenç, P. R., & Dó, I. (2014). Effective workgroups: The role of diversity and culture. Revista
de Psicología del Trabajo y de las Organizaciones, 30(3), 95.
Lynch, F. R. (2017). The diversity machine: The drive to change the white male workplace. UK:
Routledge.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity
Management (Online), 9(2), 89.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international
perspective. California: Sage.
Rice, M. F., & White, H. L. (2015). The multiple dimensions of diversity and culture.
In Diversity and Public Administration(pp. 11-31). UK: Routledge.
Singh, N. (2018). Prospective and Strategies Managing Cross Culture Diversity in
Workplace. GST Simplified Tax System: Challenges and Remedies, 1(1), 166-168.
Suarez, C., Anderson, M., & Young, K. (2018). The Changing Roles and Contributions of
Campus Diversity Offices and Their Influence on Campus Culture. Metropolitan
Universities, 29(1), 64-76.

Managing Diversity at Workplace 14
Wilson, E. (2014). Diversity, culture and the glass ceiling. Journal of cultural diversity, 21(3),
83.
Zein, O. (2016). Culture and project management: managing diversity in multicultural projects.
UK: Routledge.