Managing Diversity in the Workplace

The assignment discusses the two approaches to manage diversity at workplace - Creating a team-building environment and Establishing a diversity council. It highlights the importance of breaking the recruitment and selection stage into three divisions and the need for system-level focus in hiring efforts. The document also examines collaboration challenges and ways to improve diversity management, including the role of higher level management in supporting diversity initiatives.

Running head: TALENT MANAGEMENT
Talent management
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Part 1: Management diversity
The two approaches to manage diversity at workplace are
 Creating a team-building environment- The organization should create an atmosphere
that would make employees feel as a part of the team of the organization. An effective
team can be build by giving values to the ideas of the employees. The communication
should be made clear so that the gap between the employees and the organization
diminishes (Harvey and Allard 2015). The managers of the organization should execute
team-building training in order to build trust between workers and the organization. A
report has been given by the Society for Human Resource Management that the trust
between staffs and senior management was ranked to sixty-four percent (Nica 2013). The
confidence and the moral of the employees can be increased through the appreciation of
their contributions and by helping them to respect each other. These programs will help
in management of diversity.
 Establishing a diversity council- Diversity council is a collection of staffs which also
includes senior executives who works on behalf of organization to control the progress of
diversity and inclusion (Lee 2014). The progress, performance as well as analysis of the
action plan for taming diversity are managed through the diversity council. The council
also examines complaints and scrutinizes the issues related to diversity. The diversity is
one of the main factors in organizational change and it helps in providing focus to the
initiatives of Diversity and Inclusion (Goodman 2013). These initiatives are aimed to the
increment of the demographic diversity of the population of workers and to control such
diversity to develop the performance of the organization.

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The diversity management can be developed by breaking the recruitment and
selection stage in three divisions- recruiting method, interview method and hiring process
(Podsiadlowski et al. 2013). These divisions should be considered as two dimensions that
is individual level along with system levels. Each and every employee who is included in
these three parts should understand and consent upon the requirements of job and
necessary purposes of job. The construction of cultural competencies in the method of
hiring for the diversity area engages in recognizing partiality and obstacles for different
applicants in hiring method and also in making changes essential to remove those
obstacles. It has been showed in a study that sixty- five percent to seventy-five percent of
jobs in the United States are packed through employee transfers or networking
(Podsiadlowski et al. 2013). Henceforth, it can be said that a high percentage of hiring
efforts of an organization should focus on system inside different individuals.
Part 2: Collaboration
A South African organization chosen to approach the management in diversity is Africa
Food for Thought. The diversity in workplace in South Africa requires the support of higher
level management of an organization. The organizations need to be cautious and the decisions
taken by human resource management should be ethical and in conformity with the different
laws and acts of labor (Clark and Worger 2016). The cohesion of inter members or staffs is the
most important challenge to diversity in the organization. The workers from different
backgrounds feels hesitated while working collectively as a group as they have dissimilar
thoughts and behavior. This results in the decrease of production along with waste of resources
of the organization. The diversity management of the organization also faces problem regarding

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high cost. The wastage of resources, personality tests, employee skill tests as well as managers of
human resources and others costs a major amount of expenditure in the organization. These
issues need to be solved to improve the diversity management in the organization. The best
example of selection and recruitment of the organization is anybody can become sponsors or
volunteers and can give donation to them. It is just that one should have willingness to help them
so that they can supply food to the needy people.
Some workers of the organizations are asked about the interpretation of their ideas about
the recruitment and selection process. They have answered that the discrimination happens
regarding race, age, disability and religion in the method of staff selection and recruitment. It is
found through the conversation of workers that age is one of the main reasons of biasness in
recruitment because there is a certain limit of age in different organizations which restricts the
application of the workers. Another reason of biasness is race and color. There are some
organizations which gives more preference to white color people rather than the brown color
people and even there is a biasness of salary regarding race. Therefore it is to be mentioned that
the organizations should change this type of discrimination in their recruitment which would
help them improve in management of diversity.

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References
Clark, N.L. and Worger, W.H., 2016. South Africa: The rise and fall of apartheid. Routledge.
Goodman, N.R., 2013. Taking diversity and inclusion initiatives global. Industrial and
Commercial Training, 45(3), pp.180-183.
Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and
exercises. Pearson.
Lee, C.C. ed., 2014. Multicultural issues in counseling: New approaches to diversity. John Wiley
& Sons.
Nica, E., 2013. Organizational culture in the public sector. Economics, Management and
Financial Markets, 8(2), p.179.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013.
Managing a culturally diverse workforce: Diversity perspectives in organizations. International
Journal of Intercultural Relations, 37(2), pp.159-175.