Strategies for People Management: Developing Inclusivity and Fairness in Workplace

Strategies for people
management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
The mix of people in the labour force in terms of their gender, ethnic affiliation, (dis)ability,
religion, age, sexual orientation and other factors, presents both opportunities and challenges
for the workplace.........................................................................................................................1
From perspective of Gender, critical discuss what organisation can do for developing
inclusivity and fairness in workplace and to combat disability or gender discrimination..........3
CONCLUSION................................................................................................................................3
References:.......................................................................................................................................3

INTRODUCTION
Managing people within the business can be understood as a set of practices that include
the end-to end processes of talent optimization, talent acquisition as well as talent retention and
indulge continued support for the business and direction for the workforce of a company.
Managing diversity at workplace is one of most sensitive and crucial concern in an organisation.
It is regarding understanding the differences among employees and take such differences as
valuable. It helps in improving the good management practices by promoting inclusiveness and
preventing workplace discrimination (Al-Balushi and Durugbo, 2020). Diversity is based on
gender, race, ethnic groups, sexual orientation, military service, physical and mental conditions
and many more. Managing workplace diversity showcases a set of unique challenges for the HR
experts. These challenges can be limited if the business makes a concerted effort to promote the
more heterogeneous surroundings through promoting open communication, a culture of tolerance
as well as creating conflict management tactics to consider the problems that may increase. To
effectively manage such diversity issues, leaders or managers acknowledge their employees'
backgrounds and how their beliefs and behaviour can affect the decision-making within the
diverse workplace culture. If these diverse people in the organisation manages successfully then
it may create numerous opportunities, otherwise, it may create a challenging situation to business
which impact in negative terms. In the following assignment, the topic which is chosen is
“workplace diversity” which is based on mix of people who have different religion, ability or
disability, ethnic affiliation, gender, age and many more factors (Caputo and et.al., 2019).
Opportunities and challenges related to workforce diversity is also a part of this report. The task
is based from the “perspective of gender”.
MAIN BODY
The mix of people in the labour force in terms of their gender, ethnic affiliation,
(dis)ability, religion, age, sexual orientation and other factors, presents both
opportunities and challenges for the workplace
The workplace in organisation looks for cultivate a more diverse and inclusive which
becomes important to have understanding what constitutes workplace diversity. The workplace
diversity defines to variety of differences among individuals in organisation. The individual also
determines how others perceives them (Cheng and et.al., 2020). The diversity within the
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