Professional Design Workshop on Diversity at Fulton Hogan Pty Ltd

This report outlines the design of a professional development workshop focused on diversity, challenges, and opportunities for senior-level employees at Fulton Hogan Pty Ltd, a construction company. The workshop aims to foster diversity through innovation, open global opportunities, improve organizational culture, and provide equal opportunities. It incorporates various practical activities such as group discussions, role-playing, case studies, videos, quizzes, games, and storytelling to engage participants and promote understanding of workplace diversity. The workshop intends to equip senior employees with the skills to promote social equity, cultivate teamwork, and address micro-aggressions, ultimately enhancing the company's ability to serve a diverse customer base and foster a more inclusive and innovative work environment. This resource is available on Desklib, a platform offering a wide range of study tools and solved assignments for students.

Running head: PROFESSIONAL DESIGN WORKSHOP
Emotional Intelligence, Cultural Intelligence and Diversity
Assessment Title: Assessment 3 - Individual Design of a Professional Workshop
Student’s name:
Name of the university:
Author’s note:

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Fulton Hogan Pty Ltd is Construction Company which does road works and this
organisation is aggregate suppliers of construction materials. Fulton Hogan works in the
construction and civil engineering field. Fulton Hogan has more than 50 senior-employees in
Australia who work in Parkville, Victoria Australia. I am Consultant and I am going to prepare
professional development workshop in Fulton Hogan on Diversity: challenges and opportunity.
The target audiences of the workshop are the senior level employees. Fulton Hogan recruits the
employees from Australia, New Zealand and many other countries as well.
Part 1
Brief introduction of diversity: opportunities and challenges
Diversity is the situation that includes representation of multiple groups within the
workplace environment. There are various diversity traits which are enduring over the person's
lifetime and traits of diversity are associated with age, gender, race, sexual orientation, sexual
orientation, cultural heritage and religious heritage. Some of the factors are acquired over an
individual's lifetime and these factors are changing and dynamic; factors are personal and
professional experiences, political affiliation, citizenship, cultural background, educational
background, socio-economic strata and adopted a faith. There are two types of diversity in the
workplace; surface-level diversity and deep-level diversity. Surface-level diversity means the
observable demographic and the differences are associated with the group, such as ethnicity,
race, gender, physical abilities and age. On the other side, deep-level diversity in the workplace
is associated with the demographics and the differences in psychological characteristics which
are based on experiences and thinking styles. As stated by Madsen and Nielsen (2017),
organisations with workplace diversity employ people from wide variety of backgrounds and the

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people have different characteristics, experiences and beliefs. The organisations get the
advantage of a diverse workplace and these organisations are open to a plethora of ideas to
further the businesses and better meet the desires of customers and employees. In this article, the
authors further stated that some of the organisations follow monolithic organisational behaviour
where the workforce is homogeneous which is composed of mainly white people. In addition,
some of the organisations follow plural organisational behaviour where the workplace
heterogeneous in nature. In this workplace, cultural backgrounds of the staffs are different and
the HR departments recruit employees from a diverse background. In addition, multicultural
organisations integrate members from minority and different ethnic background. Both majority
and minority members are distributed within the organisation to make the workplace multi-
culture.
As opined by Guillaume et al. (2017), diversity within organisations ensures creativity
and innovation which arise where the multi-culture workforce put their viewpoints. Diversify
workplace makes possible the business to offer service and to appeal to large demographics. The
employees from different background tend to make the workplace relatable and it will be easier
to attract the employees from different background and culture. In this article; the author further
commented that diversity helps the organisations to acquire high-level talent by showing the
willingness to recruit the people (Kim et al. 2015). The talent pool can grow to represent
businesses with the high opportunity of making the workplace more adaptable. The organisations
can have the different cultures, religions and ethnicity to make the organisations more
competitive. Therefore, the organisations can be more sustainable by employing workplace
diversity in the global scenario.

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According to Kundu and Mor (2017), diversity in the workplace can create an issue of
acceptance and respect when the employees arise cultural conflict. When there is lack of
acceptance of cultural diversity and beliefs among employees; it will create an issue. The author
further stated that diversity in cultural, spiritual and political beliefs can pose a challenge in the
diverse workplace. In Australia; aboriginal people live in Torres Strait Island and these people
come to work in the Australian companies and they face the challenges to be recruited within the
organisation. In the organisations, some people hold the prejudice against people to have
different religions, the cultural and ethnic background of their own. In addition, there is some
diversified aged group works within the organisation from teenagers and senior citizens. Social
circles may be formed and some workers may be isolated from the team.
Part 2
Practical Activities of the Workshop
I am planning a workshop on ‘diversity: challenges and opportunities’ and the target
audiences of the workshop are senior-level employees.
The ideal size of the group for the purpose of the workshop will be 45 and I am going to
arrange activities that will involve the participants as individuals. I am planning to do the
workshop by segregating the team into 10-12 people and each of the group will perform the
different activities.
The workshop will run for an hour as it is important that the goals of the workshop must
be achieved. I should try to block out the time for each part of the workshop in advance.
The objectives of the workshop are:

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 To foster diversity through innovation
 To open global opportunities for the organisation
 To improve organisational culture
 To provide equal opportunity to all employees
There are some of the activities that I have planned to use during the workshop.
Group discussion: I will segregate the overall 45 employees into 4 different groups.
During the group discussion sessions, I will provide a single topic for the group and each of the
groups has to discuss the given topic. When one group will discuss the topic; other groups will
listen to the discussion. During the group discussion, the group members must have selected the
reasonable set of objectives of the topic. I shall select the realistic schedule for the group
discussion during the working hours. The topic of the group discussions will be given based on
the workplace diversity. When the group discussion will conduct, the operational managers and
HR managers will be present to listen to the views of the senior employees at the operational
managers and HR managers have the wealth of experience and they are good communicators.
Role play: Role play will be conducted during the workshop and senior employees will
be given to the roles of minority employees. Minority employees do not have all advantages in
the workplace as they face an issue of ignorance and lack of respect from the majority of
employees. During the workshop; the senior employees will be given the topic and they have to
assume the roles that would be appropriate for the topic. The role plays will be done making the
group of 2 or 3 people. Role play planning will be started by describing the specific situation and
this situation will be given keeping in mind the positive goal. The senior employees will be
invited and record the ideas for the solutions.

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Case studies: During the workshop; the Operational Managers and the HR manager will
tell the employees some stories about species diversity based incidents. Sometimes; workplace
diversity based any videos will be shown about organisations from different countries. The
senior employees need to watch these case studies to get the idea of workplace diversity and its
challenges along with benefits. The main aim of the case studies during the workshop is to create
a repository of teaching the cases with diversity context and spreading the awareness on the
value of the case method in learning; especially management learning of diversity in Australia
and global specific. The senior employees will be asked many of the diversity-based questions
after listening to the cases and the workshop will set and propagate practice standards for the
development and use of cases.
Videos: During the workshop; videos will be shown to the participants based on the
diversity and its challenges and benefits. Videos will be shown through the projector and topic of
the videos will be the implication of diversity within various organisations. The length of the
videos will be 10 to 15 minutes; after watching the videos; the senior employees need to write
down some of the points that they will understand the topic. The sub-topics of the videos will be
cultural diversity, workplace discriminations and indirect consequences of the discrimination and
eradication of the discrimination.
Quiz: During the workshop; the participants will be asked about the workplace diversity
and the laws regarding the workplace diversity. The quiz rounds will be like rapid-fire round
where the short and multiple type questions will be asked of the participants. Senior employees
will be given some of the materials to read and the senior employees will be asked short
questions based on the workplace diversity.

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Playing games: During the workshop; the participants will be given training on
managing the workplace diversity. During the workshop; the participants will play ‘diversity
games’ as it will find out the mental preferences of the participants. In the diversity games; 16-
panel questions will be asked of the participants. After hearing the answers; the participants'
ability regarding the logical, analytical, interpersonal and emotional and holistic will be judged.
In another game; the non-verbal activity of the participants will be judged through the face value.
All the participants within the group will be given cards; however; they will not see their own
cards. Without using the verbal clues; participants will treat each other based on the value of the
card.
Telling stories: During the workshop; the senior employees will be asked to tell the
stories about their life experiences about workplace diversity. The participants will be asked to
share the discussions like ‘witnessing diversity-related incivility in the workplace’. The
participants will be asked to share the experiences which they have witnessed in the recent
workplace or previous workplaces. The participants can share the stories in the groups and the
hosts of the workshop will ask to clarify about how the diversity and discrimination affected the
people and how did the employees react to the incidents. The managers can share during the
workshop how the managers solved the workplace diversity. The senior employees will be asked
about the different process of solving the situation. In addition, the participants will be asked to
share the views about managing the diverse team and the expectations of the participants.
Part 3
Final Comments

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When the workshop will be finished; the senior employees of Fulton Hogan will
understand the importance of workplace diversity within the workplace. In Australian workplace;
the implementation of right cultural diversity is very important as it will provide the benefit of
working the employees together. The senior employees will be able to express the ideas of
cultural diversity, identify the behaviour and actualise the practices to promote the social equity
and justice. In addition, the senior employees will be able to articulate the concepts and exhibit
the behaviours that help to cultivate the teamwork, communications skill and critical thought
needed to function in diverse global community and workforce. After the workshop; the
participants will be able to demonstrate techniques and they can utilise the experiences and
videos to interrupt micro-aggressions and bias behaviour. This experience through the training
will impact under-represented communities that can develop the skill-set aimed at increasing the
social justice and workplace awareness, cultural competency and ally development. The senior
employees will get to know that diversity means creativity in the workplace as the diverse
workplace will bring about the different ideas and new ideas must be shared. The diversified
workplace can help to serve better the customer base and clients. Senior management may come
from the range of backgrounds that may have different experiences and it gives them a different
understanding of another point of view. Fulton Hogan will open up towards a bigger pool of
talent if they recruit diversified employees. The senior employees will have the clear idea about
the diversity as they will have the training and diversity will bring innovation to the organisation.
Diversity will improve organisational culture as different types of employees work together and
provide equal opportunity to all employees. This workshop will produce effects on behavioural
outcomes like displaying the support and engaging the mistreatment towards the marginalised
minorities.

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Reference List
Guillaume, Y.R., Dawson, J.F., Otay‐Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing
demographic differences in organizations: What moderates the effects of workplace diversity?.
Journal of Organizational Behavior, 38(2), pp.276-303.
Kim, H.K., Lee, U.H. and Kim, Y.H., 2015. The effect of workplace diversity management in a
highly male-dominated culture. Career Development International, 20(3), pp.259-272.
Kundu, S.C. and Mor, A., 2017. Workforce diversity and organizational performance: a study of
IT industry in India. Employee Relations, 39(2), pp.160-183.
Madsen, M.B. and Nielsen, V.L., 2017. Does Gender Diversity in the Workplace Affect Job
Satisfaction and Turnover Intentions?. International Public Management Review, 1(18), pp.77-
115.