Work and Diversity: Implementation, Challenges and Benefits

This document discusses the implementation, challenges and benefits of work place diversity. It covers different approaches used by organizations, role of Australian Human Rights Commission and the Fair Work Ombudsman, federal laws related to gender equality and disability discrimination, and more.

Running head: WORK AND DIVERSITY
Work and Diversity
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
Question 1..................................................................................................................................2
Question 2..................................................................................................................................2
Question 3..................................................................................................................................3
Question 4..................................................................................................................................3
Question 5..................................................................................................................................4
Question 6..................................................................................................................................4
Question 7..................................................................................................................................5
Question 8..................................................................................................................................6
Question 9..................................................................................................................................6
Question 10 75...........................................................................................................................7
Question 11................................................................................................................................7
Question 12................................................................................................................................8
Question 13................................................................................................................................8
Question 14................................................................................................................................9
Question 15................................................................................................................................9
References................................................................................................................................11

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Question 1
Definition of work place diversity and description of work place diversity in today’s
corporate context
The work place diversity refers to the diversification that comprises of race and
ethnicity. The diversified work place is considered as the most innovative and competitive in
comparison to others, since the skill base could be broadened effectively. When the
organizations strive in improving the competitive advantages within market, it is highly
required to successfully manage a diversified work force (Hakim 2016). Work place diversity
is quite common in today’s corporate context. This is mainly because of the benefits that are
being obtained from a diversified environment. The importance of diversity could eventually
maximize the productivity level and ability of each and every individual.
Question 2
Identification of different approaches used by organizations to implement diversity in their
workplaces in relation to employees from various cultures, beliefs, traditions and practices
The different approaches that are being used by the organizations for proper
implementation of diversity in the work places in relation to the employees from various
cultures, traditions, practices and beliefs are as follows:
i) Brand Image: This approach creates a brand image for being an organization,
which brings diversification (Flannigan, Samson and Miller 2016).
ii) Affirmative Action: This approach helps the company for providing equal
opportunity for people from diversified backgrounds.
iii) Culture of Acceptance: It values and appreciates employees from different
cultures.

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iv) Maximizing Performance of All Employees: Productive output of all people is
being raised to maximize performance.
Question 3
Role of Australian Human Rights Commission and the Fair Work Ombudsman in
workplace diversity formulation and implementation
As per Australian Human Rights Commission Act, there should not be any
discrimination in respect to work place employment. Hence, work place diversity is majorly
welcomed with this particular Act. According to C111- Discrimination (Employment and
Occupation) Convention, 1958, every individual, irrespective of race, gender and creed has
the right to work in an organization and thus work place diversity is enhanced (Ellemers and
Rink 2016). According to Fair Work Ombudsman, there should not be any complexity
regarding work place diversification. This particular statutory agency of Australia
investigates work place complaints and even enforces compliance with the laws of national
work place.
Question 4
Explanation of four Victorian Laws related to workplace diversity with features of
Multicultural Victoria Act 2011
The four Victorian laws that are related to work place diversity are as follows:
i) Racial Discrimination Act 1975: There should not be any discrimination of race for
employees.
ii) Fair Work Act 2009: The employees from different cultures and backgrounds
should not discriminated (Riccucci 2018).

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iii) Disability Discrimination Act 1992: There should not be any discrimination
regarding disabilities of employees.
iv) Age Discrimination Act 2004: There should not be any discrimination regarding
age of the employees.
As per Multicultural Victoria Act 2011, the parliament recognizes and values the
racial, linguistic, religious and cultural diversity of people in Victoria. Moreover, there should
be opportunity for participation in the political, economic and cultural life of Victorian
people.
Question 5
Four federal laws related to gender equality and disability discrimination with an
understanding about equal employment opportunity in Australia
Four federal laws related to gender equality and disability discrimination are as
follows:
i) Civil Rights Act 1964: As per Civil Rights Act 1964, employee harassment should
be stopped on the basis of gender, race, religion and colour.
ii) Disability Discrimination Act 1992: As per this particular federal law, there should
not be any discrimination regarding employee disability.
iii) Equal Pay Act 1963: As per this law, each and every individual should get equal
pay irrespective of the gender and culture (Selvaraj 2015).
iv) Sex Discrimination Act 1984: There should not be any diversification or
discrimination regarding employee’s sex or gender and equality should be maintained.

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Question 6
Codes of Practice and National Standards that apply to development of diversity policy
with national standards for disability services
There are codes of practice and national standards are properly applied to the
development of diversity policy with the national standards for the disability services. These
are as follows:
i) Rights: The service eventually promotes individual rights towards freedom of
expression, decision making and self determination and it actively prevents from violence,
harm, neglect and abuse.
ii) Participation and Inclusion: It works with families and other individuals for
promoting opportunities for active inclusion and meaningful participation within society
(Aggarwal et al. 2015).
iii) Individual Outcomes: Few services are assessed and reviewed for building on
individual strengths and enabling for reaching goals.
iv) Feedback and Complaints: This standard is used for informing individual
improvement.
Question 7
Benefits to the organizations for implementing diversity in workplace with a minimum of
three specific examples from three different organizations
The major benefits to implement workplace diversity are increment of productivity,
increment of creativity, profits and employee engagements and reduction of employee
turnover.

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Three specific examples from three different organizations are Sodexo, Johnson &
Johnson and Accenture (Richard et al. 2017). These three above mentioned organizations
have embraced diversification in work place and have employees more than 375,000 and
hence workplace diversity is enhanced.
Question 8
Four different challenges involved in implementing diversity in work place with examples
Four different challenges involved in the implementation of workplace diversity are
as follows:
i) Language and Communication: The first challenge is language and
communication. Since there are employees from different backgrounds, language and
communication are different and hence issue arises.
ii) Gender Inequality: The gender inequality is the next significant issue, which is
required to be removed (Greene and Kirton 2015). For example, it is often observed that
female employees get more payment than male employees.
iii) Ethnic and Cultural Differences: There is a difference of ethnic, religious and
culture between the employees in an organization.
iv) Accommodation of Beliefs: The diversity in the political, spiritual and cultural
beliefs also pose challenges within the diversified workplace.
Question 9
Requirement of commitment of managerial teams for implementation of diversity in
workplace plan
Commitment is highly required for the proper implementation of diversity in the
workplace plan. This type of commitment helps to enhance the overall team participation of

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each and every employee. Hence, an effective and efficient management of team is highly
required here. The role of the management team is extremely high and should be maintained
properly (Barak 2016). For example, personal performance could be easily evaluated without
any issue.
Question 10 75
Possible workplace solutions for diversity implementation with five solutions
Five solutions for diversity implementation in the work place are as follows:
i) Defining the Issues: The first and the foremost solution is defining the issues. After
understanding the problems, it would be easier.
ii) Development of Policies: Several policies should be developed after aligning to
company goals.
iii) Communicating Policies: These developed policies should be communicated with
the employees.
iv) Holding People Accountable: The employees of the company should be held
accountable and hence diversity would be enhanced (Rao and Tilt 2016).
v) Continuation to Evolving: Diversity also continues in evolving through human
resource and legislation laws and rules.
Question 11
Description of three paradigms of diversity management
The three paradigms of the diversity management in work place are as follows:
i) Discrimination and Fairness Paradigm: As per this paradigm, there should not be
any discrimination and fair work is maintained.

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ii) Access and Legitimacy Paradigm: This particular paradigm of diversity
management is used when business case is presented for work place. Legal methods should
be used under every circumstance (Barak 2016).
iii) Integration and Learning Paradigm: The perspectives as well as experiences are
being shared and with this specific paradigm, work place diversity is the major resource for
learning.
Question 12
Main weaknesses of discrimination or fairness paradigm and access or legitimacy
paradigm. Differentiation of integration and learning paradigm from other two paradigms
The main weakness of the discrimination and fairness paradigm is that there is a
specific pressure for assimilation. Without this type of pressure, it is not at all possible to
maintain equality in work place. Therefore, this is not at all pleasant for the staffs, who might
feel alienated and thus productivity is highly affected (Aggarwal et al. 2015). The main
weakness of the access and legitimacy paradigm is that careers of the employees are
marginalized. This is mainly because of the fact that diversity within this particular paradigm
is utilized for connecting with the respective clients of the company.
Integration and learning paradigm is different from the other two paradigms since in
this paradigm, only differences are being discussed and no details are being shared
eventually.
Question 13
Stakeholders in a company and reason they are important to consult for implementing the
diversity policy. Few ways to consult and communicate with stakeholders

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Stakeholders are extremely important for all organizations and they are majorly
responsible for bringing changes and consulting for the implementing the diversity policy
(Rao and Tilt 2016). Since, they are responsible for bringing major changes in the company;
it is extremely vital to demonstrate the entire scenario of implementation of diversity policy
to them.
The few ways for consulting and communicating with the stakeholders are as follows:
i) Face to Face Communication
ii) Conferences
iii) Slides and Presentations.
Question 14
Reflection of diversity in work place and checking of visibility, advantages and
improvisation strategy
According to me, work place diversity is extremely important and significant and
hence it helps to maintain an utmost better environment. I have been working as a part time
job for 1 year in a reputed organization in Australia. In my company, I have seen that various
people are working from different diversified environments (Riccucci 2018). The culture,
gender and race are not considered for work and this is extremely vital for the work
environment. It is visible and beneficial for the work place since it enhances ideas from
different background people. This could be improved by regular meetings and conferences
and let the other employees know about the importance of work place diversity.
Question 15
Procedure of business operations getting impacted by diversity policy and plan with four
operations

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Work place diversity policy majorly involves the creation of a major work culture, in
which people with the various race, genders and nationalities are being blended together and
could work in harmony. The creation of a more diversified work environment and diversity
policy could eventually impact the business operations and management is required for it.
The four business operations that get impacted by this diversity policy are as follows:
i) Service Business: This business operation depicts that there should be diversity in
services.
ii) Financial Operation: The financial services should be diversified with the policy
and plan (Flannigan, Samson and Miller 2016).
iii) Manufacturing Operation: If there is a diversity in the policy, manufacturing
services are changed.
iv) Proper Maintenance: The maintenance of business equipment is also impacted
with diversity policy.

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References
Aggarwal, I., Woolley, A.W., Chabris, C.F. and Malone, T.W., 2015. Cognitive diversity,
collective intelligence, and learning in teams. Proceedings of Collective Intelligence, 1(3.1),
pp.3-3.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Ellemers, N. and Rink, F., 2016. Diversity in work groups. Current Opinion in
Psychology, 11, pp.49-53.
Flannigan, B., Samson, R.A. and Miller, D.J., 2016. Microorganisms in home and indoor
work environments: diversity, health impacts, investigation and control. CRC Press.
Greene, A.M. and Kirton, G., 2015. The dynamics of managing diversity: A critical
approach. Routledge.
Hakim, C., 2016. Key issues in women's work: Female diversity and the polarisation of
women's employment. Routledge-Cavendish.
Rao, K. and Tilt, C., 2016. Board composition and corporate social responsibility: The role of
diversity, gender, strategy and decision making. Journal of Business Ethics, 138(2), pp.327-
347.
Riccucci, N., 2018. Managing Diversity In Public Sector Workforces: Essentials Of Public
Policy And Administration Series. Routledge.
Richard, O.C., Stewart, M.M., McKay, P.F. and Sackett, T.W., 2017. The impact of store-
unit–community racial diversity congruence on store-unit sales performance. Journal of
Management, 43(7), pp.2386-2403.

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Selvaraj, P.C., 2015. The effects of work Force diversity on employee performance in
Singapore organisations. International Journal of Business Administration, 6(2), p.17.