Report: Managing and Promoting Workplace Diversity Effectively

This report provides a comprehensive analysis of a diversity policy suitable for a community service organization. It begins with the creation of a formal diversity policy, emphasizing the importance of mutual respect, conflict resolution, and adherence to legislation such as the Fair Work Act. The report outlines the objectives, goals, and benefits of such a policy, along with communication strategies to ensure its effectiveness. It further delves into workplace practices, stressing the significance of a positive environment and the analysis of operational processes to identify risks and promote cultural balance among employees. The report also covers Equal Employment Opportunity (EEO) and its role in preventing discrimination. Finally, it identifies four key stakeholders—government, functional management, the community, and unions—and their roles in the context of diversity policy implementation. The report concludes by referencing relevant literature and online resources.

MANAGE AND
PROMOTE DIVERSITY

Table of Contents
DIVERSITY POLICY.....................................................................................................................3
Analysis of workplace practice:.............................................................................................4
Equal Employment Opportunity (EEO):................................................................................4
List of four stakeholders:........................................................................................................4
REFERENCES................................................................................................................................6

DIVERSITY POLICY
Creation of formal diversity policy that can be used by a community services
organisation is been mentioned below:
Diversity: It is said to the total makeup of the employee workforce and value of diversity.
it is basically differences in various personal traits such as gender, age, race, religion and other
secondary qualities (Kearney and Voelpel, 2012).
Essential of diversity policy: As workforce demographic change and international
market emerge, workplace diversity closer to becoming a business necessity to show
commitment to various employees. Some essential are:
 Mutual respect: The diversity policy is necessary to show some sort of mutual respect to
every culture or religion at the workplace.
 Conflict resolution: The policy must be implemented in proper manner so that chances
of conflicts can be resolved quickly.
Principles and values:
 To treat every employee, prospective, consultants and suppliers equally in regards to their
gender, culture and religious beliefs.
 Being aware of diverse strategies and organismal opportunities and proper utilisation of
wide range of tactic to attain overall aims and objectives of the company.
Objective and goals:
The primary aim of this diversity policy is to meet all obligation in accordance to the
issues of diversity in line with applicable regulatory norms and balance among the culture exists
in an organisation.
Benefits: This will assist in resolving labour shortages, great product innovation and
increase marketing opportunities at the same point of time.
Strategies: Communication is the key to any kind of success. The diversity policy must
be clear and easy to determine policies, health and safety information that everyone is aware at
the workplace. Continuous check for any ambiguities and any understanding among at the office
premises.
Legislation: Some of the essential legislation must be taken into account such as, Fair
work act 2009, public service act 1999 and racial discrimination act 1984.
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Monitoring: It is essential to promote proper healthy balance among professional and
employees of different culture. The best ways are to analyse the attitude and behaviour of staffs
and workers those are working within an organisation.
Analysis of workplace practice:
A pleasant workplace is considered as huge assets for a community service organisation.
In such a way, somethings must be happening that transcend policies and practise more
effectively. It further consists of day to day relationships that employees experience and not
checklist of polices and other benefits to each and every employee. Conducting a peaceful
analysis is proper assessment of operations, processes and individual workstations. It will assist
manager to examine hazard and risks those are affecting the performance of the employees.
There should be proper balance among the culture of all those employees those are primary part
of the premises. It will assist in attain future aims and objectives of each staffs and member of an
organisation (Choi and Rainey, 2014).
Equal Employment Opportunity (EEO):
It is responsible for imposing federal law that made to protect, it illegal to discriminate
against a job applicant or any employee because of their person race, colour, religion and
qualified characteristic. A person cannot be able to judge any ones’ person’s suitability for a job.
It further used to cover against discrimination for promotion, allowance and any other benefits.
Like for example, Disability discrimination occurs when an employer used to treat a qualified
employee unfairly or adversely because of the condition. An employer is needed by law to
deliver reasonable accommodation to an employees or job applicant with a disability (Equal
employment opportunity, 2017).
List of four stakeholders:
 Government: A diversity policy must be made according to the legal norms and
regulation made by the legal bodies.
 Functional management: All the concern department of community service
organisation need to consult with about all the essential requirement which are needed for
preparing diversity policies.
 Community: It can be affected by the actions, objectives and regulations those are made
under the polices. It is vital to collect information from creditors, directors and employees
and other community.
4

 Unions: It is essential to keep in mind about the norms those are mentioned under the
diversity policy. It must be according to the demand of union member.
5

REFERENCES
Books and Journals:
Kearney, E. and Voelpel, S. C., 2012. Diversity research—what do we currently know about
how to manage diverse organizational units? In Managing diversity in organizations (pp.
3-18). Gabler Verlag, Wiesbaden.
Choi, S. and Rainey, H. G., 2014. Organizational fairness and diversity management in public
organizations: Does fairness matter in managing diversity? Review of Public Personnel
Administration. 34(4). pp.307-331.
Online
Equal employment opportunity. 2017.[Online]. Available through: <
https://www.mightyrecruiter.com/recruiter-guide/hiring-glossary-a-to-z/equal-
employment-opportunity-eeo/>.
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