MGF 5921 HRM Report: Diversity and Engagement Analysis

This report delves into the critical aspects of Human Resource Management (HRM), focusing on the intersection of employee engagement and diversity. It explores the impact of employer branding on attracting and retaining a diverse workforce, with a specific emphasis on engaging the female workforce. The report examines the significance of the Employee Value Proposition and its role in fostering a positive work environment. It also investigates the benefits of gender diversity, highlighting how diverse teams can outperform homogenous ones. Furthermore, the report addresses the challenges faced by women in the workplace, such as unconscious bias and maternal bias, and offers recommendations for promoting inclusivity and work-life balance. The report also discusses the importance of fair pay metrics and the role of sponsorship in career advancement, and concludes by emphasizing the need for flexible work arrangements to support the female workforce. The report also touches upon a case study of Commonwealth Bank, and provides conclusions and recommendations to the reader.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the University
Author note

1HUMAN RESOURCE MANAGEMENT
Conclusion
It can be concluded that a diverse workforce can be engaged with the help of the
employer branding. The Employee Value Proposition can play an important role in effective
engagement of employees within an organization. It has been found that the companies who
value the aspect of the gender diversity provide better performance in relation to profitability.
The diverse teams can outperform the all-male or the all-female teams. Talent diversity is held to
be an integral concept pertaining to competitiveness in the present age. It has however been
found that the women are under-represented in different level of corporate ladder in the various
countries. A large number of women wanted to reach the top-management position like their
male peers. There is unconscious bias in the workplace that prevents the women from rising up
in the organizational hierarchy level. There is the incidence of maternal bias in the organization
that prevents the career progression of the women. The women in an organization receive fewer
opportunities in relation to the leadership that are held to be of the high standard. The women in
an organization receive less amount of credit for the success and they get a lot of criticism for
any kind of failure. The pay metrics should be evaluated by the senior managers of the
organization that can play an important role in taking care of gender diversity within an
organization. The female professionals can get benefits with the help of the support network that
can help them in dealing in a successful manner with the mid-career challenges. The
organization increasing the investment in the arena of sponsorship connection can help the
women in making advancements in their career. There should be flexibility in an organization
that facilitates the aspect of the work-life balance that can be instrumental in rETAINING the
female workforce in an organization.