The Business Rationale for Diversity Management at Cera Org

This report investigates the business rationale for diversity management, using Cera as a case study. It highlights the importance of equality, innovation, competitive advantage, and adaptability within a diverse workforce. The report advises Cera on recruitment processes, diverse management strategies, and leveraging diversity as a marketing tool. It also addresses criticisms and challenges associated with diversity management, recommending specific actions for Cera to achieve its organizational objectives through effective diversity practices. This resource, contributed by a student, is available on Desklib, a platform offering a range of study tools and solved assignments.

Running head: DIVERSITY MANAGEMENT
DIVERSITY MANAGEMENT
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Executive summary
This report seeks to find out if the rationale of diverse management is helping the
organization to achieve their objective. The report used Cera as an example in their pursuit to
implement diverse management in their human resource process. The report explains the
process of diversity inequality and how cera should treat everyone equally to enhance the
motivation of employees to achieve organizational objectives. The report also emphasizes
the importance of diversity in innovation and how the skills of different employees will help
cera accomplish the innovational goal. The report also looks at how various management will
help cera have a competitive power compared to its competitors. It also seeks to explain how
diverse management will help new employees to adapt to cera due to a fair environment. The
report also describes how the recruitment process should be carried out to achieve the goal of
diverse management. The report continues to explain how the diverse management process
should be carried out for it to be efficient. The report also explains Cera's using diverse
management as a marketing strategy. The reports also state that cera should promote its
diverse management strategies for it to work effectively. The report also criticizes the diverse
management technique and how it should be carried out to perform it effectively. The report
then finally explains the challenges of diverse management and how cera should overcome
this challenge. The report recommends cera to apply all of this diverse management
technique to ensure it helps them in achieving their objectives.
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Contents
Executive summary..................................................................................................................2
Introduction..............................................................................................................................4
Equality.....................................................................................................................................4
Innovation.................................................................................................................................5
Competitive advantage............................................................................................................5
Adaptability..............................................................................................................................6
Diversity and the recruitment process...................................................................................6
Diverse management process..................................................................................................8
Diversity as a business marketing strategy............................................................................9
Promotion of diverse management in an organization.........................................................9
Criticism of diverse management.........................................................................................10
Challenges of diverse management.......................................................................................11
Conclusion...............................................................................................................................11
References...............................................................................................................................13
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Running head: DIVERSITY MANAGEMENT
Introduction
Organizations are made up of different people. The people in an organization usually
have varying religion, culture, and beliefs. Application of diversity management helps to
embrace all this varying characteristic of people in an organization. Diversity management is,
therefore, a component of human resource that helps to support different personalities of
people in an organization(Harvey & Allard,2015). The importance of this is to increase the
knowledge of the employee, and this will lead to the achievement of an organizations set
objectives.
Equality
Equality is ensuring that every person in an organization is treated equally. You do
not issue someone a promotion just because he is from a different ethnic group, but you
should promote equally. Diversity management helps in achieving this role of equality in an
organization. Diversity management in this scenario takes the approach of identifying all the
characteristics of individuals working un inorganization. In this case, the organization's name
is Cera. You then critically analyses discriminations that arise in this different groups. You
then implement strategies that will help promote a culture that ensures there is no bias and
everyone is seen and is treated as an equal according to (Greene,& Kirton2015).
The advice that I would offer Cera of using diversity management in equality will
help. They should perform activities such as providing the same leadership, treating all the
workers equally, ensuring that their policies are not a source of discrimination and also
creating an organizational culture that promotes all staff. This will help Cera to achieve its

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objective. This is because every employee sees himself as an equal. This helps to motivate
them and in result their work hard. This will lead to the achievement of organizational
objectives.
Innovation
Diversity management will help to increase innovation of Cera. This is because if its
employees work as a diverse workforce they are working with no discrimination and they are
a team. This will, in turn, bring in different knowledge,skills and talent.All of this expertise
will help generate new ideas. This then helps in achieving innovation due to the ideas
generated. Diversity management will promote innovation due to the environmental culture
that it creates. The environmental culture created through diversity management will help
innovation by creating freedom of thought.,enhance collaboration of job designing in Cera
and strengthening cultural intelligence. The argument that I make to cera is they should adapt
diverse management techniques. This is because it will help them achieve the innovation
objective that they are targeting
Competitive advantage
Cera faces competition in the market. Efficient diversity management usually helps in
creating a competitive advantage. One of the reasons is because everyone brings his or her
skills. This will help create a competitive advantage due to the high level of competence in
your organization as compared to a homogenous workforce. There is also the advantage of a
diverse perspective. Whenever there is a problem in an organization, every member brings in
their critical thinking skills. This will enable in solving the problem that Cera is facing
efficiently. The advice to the CEO of cera is that using a diverse workforce will allow him to
gain a competitive workforce as opposed to their competitors. This is due to the different
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skills they will offer, and this will help in the achievement of organizational goals according
to Hughes(2015).
Adaptability
The problem of adaptability is a challenge facing the human resource department in
Cera. This arises when they hire new employees, the face a hard time trying to adapt to that
culture and in the result, they do not perform excellent work. Diversity management will help
in creating a conducive environmental culture that will enable the old employees to treat the
new employees equally and friendly. They can do activities such as showing them around,
helping them to understand the objectives of the organization and also to be their friend. This
will then help them feel loved and not discriminated against by other people. This will
motivate them, and they-they will adapt to the workplace(Do, Yeh & Madsen,2016). Their
performance will thus improve because they are working in an environment that is treating
them fairly. This will help in achieving the organizational objective since the new employees
are working at their best. The argument I will give the CEO of cera is that diverse
management will help him solve the problem of new employees failing to adapt to the
workplace. This is because they will be working in a fair environment. This will further help
the organizational goals to be achieved.
Diversity and the recruitment process
Recruitment is defined as the process of searching, selecting and placing candidates
for a job position in your organization. Recruitment in Cera will be able to benefit from a
design management approach. Good recruitment usually helps to improve diversity in an
organization. This is because once you hire people with different, skills, beliefs and culture,
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they will all bring this to your organization. If diverse management policies are used to
manage this diversification, they will help in the achievement of organizational objectives
due to the different expertise that they bring. The human resource team in Cera should,
therefore, know as they recruit they should have one thing in mind they are hiring a diverse
workforce and not a homogenous workforce there should, therefore, have the skills to
identify the diverse type of candidates in the market (Gustafson et al.,2018).
One of the skills to be able to identify a diverse workforce and know the nature of
your organization and what is required in hiring. Some organizations are short-term, and you
need to possess the skills to identify the best workforce that will promote diversity even
though they are not permanently hired. You are also required to know what the workforce is
necessary for a long-term contract in employment. Human resource team should also be able
to understand what external information impacts their candidates that they are hiring. This
will enable the process of recruitment to be efficient.
Linguistic training, awareness of cultural dogmas and interpretations and open
communication is what managers of human resources and senior management must focus on,
while building a multicultural organization. Such programs and training modules can go a
long way in reducing prejudices and expanding the short-sighted mentality on religions and
races. Through these efforts, employees learn the need for sensitivity and empathy towards
fellow employees. Managing diversity in the workplace goes beyond equal employment
opportunities and employee assessment skills. Managers must seek diversity education,
assimilate and implement to create magnificence of cultural leadership in a corporate
environment.
Diversity in the workplace, above all, brings a uniqueness to the result of an organization.
Become the job signature in more than one way. Leveraging diversity can be a huge resource
for many companies around the world. And because it will not be, at the time of the merger
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raises an environment based on knowledge, it is a valuable opportunity to learn, involves
significant growth and ultimately contributes to the success of the company.
The advice of to the CEO of Cera will be to ensure that his human resource team hires
a diverse workforce. If the ceras human resource team picks up the best talent of diversity
available it will help in achieving the objective. This is because when the principles of
diversity management are applied to the right diverse workforce recruited unit will enhance
their performance. Good recruitment, therefore, goes hand in hand with diversity
management. If recruitment is efficient, then the process of diversity management won't have
any challenges(Sabharwal,2014).
Diverse management process
Diverse management is a process and should follow a particular criterion to be
effective. If diverse management is not strategically carried out, it may fail to work. The first
critical step is defining your meaning of diversity. It may differ with religion, gender, skills
and also any other characteristics. The diverse management team should also be realistic, and
it should set goals that are achievable and not exaggerated. Diverse management should also
be measured. At particular stages, you should measure if diverse management is helping you
in the achievement of your results. You should also have the required resources to achieve
diverse management. It is also essential to acquire the best talent in the market with diverse
skills. All this steps will help ensure the process of diverse management is an efficient one
according to Shaffer, Cheung, Yunlu&Dunham(2014). The advice to the CEO of cera will be
before he introduces diverse management he should educate the human resource team on
efficient, diverse management process. The purpose is so that they follow the right steps
required for the diverse management to work.
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Diversity as a business marketing strategy
Diversity is now considered by CEOs as a business marketing strategy. It is
considered a marketing strategy for improving their profit to both domestic and international
markets. This is because diversification offers various advantages such as improving
marketing skills.This is due to the reason that the workforce is diverse. They have different
characteristics. This characteristic usually enables them to understand different markets and
what they would prefer. This will then ensure the organization fulfills the needs of the
markets improving the profits of the organization. The advice to the CEO of Cera to pick
diversity management approach is as to improve the marketing. This will enable to improve
organizational profits. This is because the different diverse staff can understand the different
diverse markets in the market. Once all the diversity markets are satisfied the revenues of
cera are generated due to increased sales.
Promotion of diverse management in an organization
Implementing good diverse management is one step. The other step is ensuring your
diverse management works and employees adapt to it. Promotion of diverse management
helps ensure that this becomes possible. You should ensure that the diversity management
program is related to Cera's strategic plan. This ensures successful implementation of diverse
management. Ensure that the organization has a diversity committee. This is so as for it to
ensure that diversity management in Cera is working. Cera should also relate to the
community. They should allow their employees to participate in activities in the community
that usually enhance diverse management. This will enable them to get access to a pool of
qualified staff that have diverse talent that would be helpful to the organization. Ensuring
people who you hire are not just qualified in the profession but also have other characteristics
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that promote diversity. Company website of Cera should also have a diversity portal. The
purpose of the portal is to enable the diversity committee to comment on the progress of
diversity. Staff members can also comment on their progress and what they would like
changed. The advice to the CEO of Cera is that once he implements all of the above
promotional process's diversity management will have a positive impact on the organization
according to (Lozano & Escrich, 2017).
Criticism of diverse management
The main issues that diverse management usually addresses include strategies of
business, management of a company's brand and in the recruitment process. The approach to
diverse management has been criticized. This is because they argue due to different roles that
diversity management is playing it should not just be handled by the department of human
resource. It should be in a huge department that is allocated an enormous budget. This is so as
for it to fulfill all the objectives of diverse management. It should not just be a one-time thing
and only used when you feel there is a need to promote diversity. Good diverse management
should be applied as part of organization culture. It should be a daily routine. Diversity
should not just be seen as advocacy because most organization see it this way and don't put
much effort into it. Diverse management should be considered an essential aspect because it
is directly involved in the achievement of organizational goals. The advice to the CEO of cera
will be that he should aloocate a reasonable budget to the design management team. This will
enable Cera to perform their activities efficiently according to (Hassan et al.,2015). This will
then create a favorable organizational culture of diversity.
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Challenges of diverse management
Implementing diverse management is often faced with various barriers that make it
difficult to implement diverse management(Ramos et al.,2016).The first challenge is the
understanding of different values and beliefs. The human resource team faces the problem of
understanding this beliefs because at times they are too many. They also face the problem of
implementing a culture that will help all the individuals with different values to coexist. This
challenges often occur due to some employees offering false information about their beliefs.
There is also the challenge of dealing with discrimination. Some unethical employees even
though there is a diversity program they tend to discriminate against others. This brings a
challenge of eliminating discrimination as it will reduce the motivation of employees. There
is also the problem of forgetting other individuals in your diversity program. This may be due
to the reason that the organization is big and you tend to forget certain individuals making
diverse management a challenge.
The advice to the CEO of Cera is to overcome this challenge. This will include means
such as the creation of diversity building programs, writing down an anti-discriminatory
handbook, so employees reduce discrimination and developing policies that promote
diversity in various department of Cera. Once all of these challenges are handled diverse
management will help cera achieve its stated objectives.
Conclusion
Diverse management, therefore, will have significant advantages for Cera. This
advantages varies from helping in promoting equality, increasing profit margins and hiring
the diverse staff with the best skills. Diverse management, therefore, will assist in the
attainment of Ceras objectives if the right principles of diverse management are applied.
Cera should, therefore, change their recruitment strategy to a diverse management approach.
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My view of the rationale of diverse management is that it is helping organizations fulfill their
objective as we saw with Cera.
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