HRM Essay: Addressing Diversity Challenges in the Workplace

This essay, focused on human resource management, examines strategies for promoting diversity within Adept Owl Games Company. It emphasizes the importance of cross-cultural communication, the implementation of diversity policies, and the need to address management biases and discrimination. The essay proposes a revised diversity plan, including diversity mentoring programs, employee satisfaction surveys, and reassessment of diversity plans. It highlights the significance of a diversified workforce in today's global environment and underscores the need for companies to effectively manage diversity to foster growth and team effectiveness. The essay concludes by emphasizing the benefits of embracing diversity for organizational success and the crucial role of human resource professionals in creating a fair and safe environment.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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The human resource managers as well as executives of any company have
always given priority to promote and encourage diversity within the organization.
Promoting diversity within the workplace helps in fostering an open minded and a
global culture. It does not only make a good sense of business, but also helps the
employees to know their colleagues better. In addition to this, promoting and
encouraging diversity also helps in creating an interesting workplace and enriching
environment for every individual (Van den Brink, Fruytier and Thunnissen 2013).
The essay consists of several strategies and plans which help in dealing with
the issues negatively impacting the promotion of diversity in Adept Owl Games
Company. Cross cultural communication is considered to be an invaluable skill at the
workplace. Employees must learn about several cultural differences and traditions,
which will keep them updated regarding international politics and global events.
Individuals must cooperate with their colleagues to know about different countries’
background. The employees have a mindset of “we have always performed it in this
manner.” This particular mentality must be changed as it hampers progress and
growth of the organization (Ashleigh, Higgs and Dulewicz 2012).
The companies with diverse workforce need to implement several diversity
policies. On the basis of the employees’ assessments and research data, managers
must build and implement strategies for maximizing their diversity effects in the
workplace. Various strategies should be implemented in order to create a diverse
culture which permeates every department and function of the company (Austin and
Pinkleton 2015). However, management’s prejudices and discrimination can pose a
great threat to the company’s betterment. It severely affects the effectiveness of the
team and productivity of the employees. This in turn leads to the downfall of the
organization. Negative attitudes and behaviors of the management including
stereotype may harm working morale and relationships. However, employees who
face such stereotypes can take legal actions against the management and the
company as well (James Sunday Kehinde PhD 2012).
Revised diversity plan of Adept Owl Games Company
Managers have huge responsibilities regarding this as it depends on his
capability to figure out the best for his/her company. The manager should focus on

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his/her personal awareness. He/she needs to treat the employees in a fair and equal
manner barring discrimination and stereotypes. However, promoting a safe working
place for the associates to communicate may help in a huge way. At times, social
gatherings or events can be organized, which can help the employees to open up.
They must be motivated and encouraged to share their opinions and views. It is to
be taken care that they feel free to communicate and share their feedbacks
regarding the organization (Downs and Swailes 2013).
Actions Time Frame
Diversity Mentoring Programs One-two Months
Employee Satisfaction Surveys Three Weeks
Reassessment of Diversity Plans Four-five Months
Introduction of Diversity in the Company’s
Policies
One Month
In addition to this, managers can organize several mentoring programs in
order to train the existing employees regarding cultural diversity. Such trainings must
be conducted on a monthly basis, which will help in shaping the organization’s
diversity procedures and policies. Furthermore, the managers of several
organizations must organize workers’ satisfaction surveys. This will help in providing
the organization with a comprehensive report regarding their diversity approaches.
Assessment as well as reassessment of diversity at the workplace is regarded as an
integral part of any company’s management system (Lamba and Choudhary 2013).
Companies with huge number of diversified workforce can help in bringing in
high values and experiences to the organization. The companies must know how to
function more effectively and efficiently. Human resource professionals must know
how to deal with various issues related to diversity; like communication, adaptability
and change. In this globally competitive world, diversified workforce is being treated
as an important factor for any organization (Schuler 2015). Any organization’s
success totally depends on how well it is handling its diversified workforce. The way
it embraces diversity determines its growth and progress. The phenomenon of
diversity keeps on increasing and in the coming years, it will increase more.
Therefore, the successful companies must know how to handle such situations and

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take actions in accordance with that. Moreover, they must be willing to spend huge
resources for managing the workplace diversity and increase team effectiveness
(Stone 2013).
To conclude, the Adept Owl Games Company should adopt such strategies in
order to promote diversity in their organization. The employees of the organization
must respect the differences of each and every associate, which will prove
advantageous for the company. The human resource professional of the company
must know how to manage diversity by creating fair and safer environment. Each
and every employee must be trained and mentored well to manage diversity at the
workplace. It should be kept in mind that diverse workforce benefits the organization
in a huge way, therefore it should be embraced for the success of the company.

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References
Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale
and its relationship with individual well‐being: implications for HRM policies and
practices. Human Resource Management Journal, 22(4), pp.360-376.
Austin, E.W. and Pinkleton, B.E., 2015. Strategic public relations management:
Planning and managing effective communication campaigns (Vol. 10). Routledge.
Downs, Y. and Swailes, S., 2013. A capability approach to organizational talent
management. Human Resource Development International, 16(3), pp.267-281.
James Sunday Kehinde PhD, A.C.A., 2012. Talent management: Effect on
organizational performance. Journal of Management Research, 4(2), p.178.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational
commitment of employees. International Journal of Advancements in Research &
Technology, 2(4), pp.407-423.
Schuler, R.S., 2015. The 5-C framework for managing talent. Organizational
Dynamics, 44(1), pp.47-56.
Stone, R.J., 2013. Managing diversity and human resources. John Wiley & Sons
Australia.
Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Performance systems and
HRM policies. Human Resource Management Journal, 23(2), pp.180-195.