Workplace Diversity and Conflict IntrodUCTION

WORKING WITH DIVERSITY AND CONFLICT INTRODUCTION 3 MAIN BODY3 Evidence of Non Inclusiveness3 Investigation of relevant laws and procedures 3 Reason of Non inclusive environment4 Rights and expectations for inclusive environment4 Solution of non inclusiveness and suggestion of new hopes to make the work place more inclusive 4 CONCLUSION 5 REFERENCES 6 INTRODUCTION Having a good diversity at workplace is effective planning of the operations which will help in effective planning of the operations. 2 Investigation of relevant laws and procedures While developing

WORKING WITH
DIVERSITY AND
CONFLICT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Evidence of Non Inclusiveness....................................................................................................3
Investigation of relevant laws and procedures.............................................................................3
Reason of Non inclusive environment.........................................................................................4
Rights and expectations for inclusive environment.....................................................................4
Solution of non inclusiveness and suggestion of new hopes to make the work place more
inclusive.......................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Having a good diversity at workplace is effective planning of the operations which will
help in effective planning of the operations. Maintaining a decent diversity will help the
organisation will help in effective execution of its business operations. The present report covers
the detail about the discrimination and mismanagement of diversity at Australian consultation
enterprise, Integrated Project Management (IPM). The report will cover the non inclusive
measures, various acts and laws applicable. The personal rights and future improvement
measures from making workplace more inclusive are presented.
MAIN BODY
Evidence of Non Inclusiveness
Integrated Project Management is an Australian consultancy firm that includes employees
from a wide range of diversity. This includes the proper planning of the operations which are
carried out by the organisation. It supports handling of employees from various gender, religion,
countries, race and ethnicity with effectiveness. However, in the recent time, the selected
organisation has seen a significant decrease in its tolerance level towards its foreign employee
and this has influenced the diversity and an inclusive workplace. Cases like improper appraisals,
discrimination on the grounds of race and gender and in equal pay scale are certain cases that
lead to non-inclusiveness among employees. Many employees are denied growth opportunity on
the basis of race and ethnicity and also badly treated within the organisation (Prause and
Mujtaba, 2015). As Australia is already notoriously known all around the world for its
conservative and racial discriminating mindset, such cases of discrimination with employees at
workplace is not a good sign for the company.
Investigation of relevant laws and procedures
While developing the equalised and inclusive work place, IPM is required to look after
following of certain acts, laws and policies which will help in significant planning of the
operations which will help in developing a supportive and non discriminative work place. Some
major acts, legal obligations and policies that undertaken in consideration by organisation are:
 EEO policy: It is a legal operation and is followed within the organisation. This will
help in leading out the placement opportunity within the selected consultancy firm.
According to this policy, no employee or candidate can be denied from the opportunities

of growth at workplace regardless to citizenship, age, colour, physical or mental
disability, gender, sexual orientation, country or race (Lee and et.al., 2019).
 Anti discrimination law: This is followed within the organisation to eliminate any sort
of discrimination or indifference at the work place which will help in suitable
opportunity and carrying out of operations which supports a rise in action plans which
will help in significant planning of workforce management operations.
 Diversity policy: The chosen company will look after the effective planning of the
operations which will help in proper management of operations and activities which will
lead to a significant rise in operations and activities which will lead to a significant
management of diversity and vividness at the workplace. This will help in improving the
performance of organisation and let the business enterprise to have an inclusive work
environment.
Reason of Non inclusive environment
To observe an equalised work place and inclusive surrounding for employees, various
measures of growth and development are taken. However the conservative and orthodox mindset
of native Australian citizens makes it difficult for the organisation to observe a significant
growth and establishing of inclusive workplace.
Rights and expectations for inclusive environment
Various rights are provided and accessed by the employees, which will increases the
effectiveness of inclusive environment (Mohammed and et.al., 2017). This will help in effective
development of inclusive environment. The rights like right to equal opportunity, right to safety
at workplace, right to get fair wage. This provides a protection to the employee by the law.
Solution of non inclusiveness and suggestion of new hopes to make the work place more
inclusive
Various improvement and reformatory measurers can be undertaken by the organisation which
will help in improving the quality of service measures which will help in suitable handling of the
operations which will lead to carried out by the organisation which will help in significant
planning of operations (Stout-Rostron, 2016). Following a democratic leadership, implementing
an effective and anti discriminatory framework will help in proper analysis of action plans. Other
than this, taking employees reviews over the company’s employment policy and observing an

effective equality towards all the employees regardless to their back ground will help in making
the work environment to be more friendly and inclusive.
CONCLUSION
On the basis of the assessment this can be said that effective management of diversity
within selected enterprise helps in establishing an inclusive environment. Various rights and
opportunities are observed and effective legal measures are discussed. Besides this, the
improvement measures are analysed and its influence on future growth is analysed.

REFERENCES
Books and Journals
Lee, J.W. and et.al., 2019. Managing relational conflict in Korean social enterprises: The role of
participatory HRM practices, diversity climate, and perceived social impact. Business
Ethics: A European Review. 28(1). pp.19-35.
Mohammed, S and et.al., 2017. Conflict in the kitchen: Temporal diversity and temporal
disagreements in chef teams. Group Dynamics: Theory, Research, and Practice. 21(1).
pp.1.
Prause, D. and Mujtaba, B.G., 2015. Conflict management practices for diverse
workplaces. Journal of Business Studies Quarterly. 6(3). pp.13.
Stout-Rostron, S., 2016. Working with diversity in coaching. The SAGE handbook of coaching.
pp.238-255.