Leadership and Workforce Diversity: Agrium Inc. Case Study Report

This report examines the concept of workforce diversity, its benefits, and challenges, using Agrium Inc. (now Nutrien) as a case study. The report highlights how Agrium Inc. achieved recognition for its diverse workforce, particularly through its focus on recruiting aboriginal employees. It details the steps taken by the company to foster an inclusive environment, including the development of training programs and anti-discrimination policies. The analysis covers the strategies employed to maintain and enhance diversity, contributing to the organization's success before its merger with Nutrien. The report emphasizes the importance of diversity in empowering business operations and adapting to changing market conditions, supported by academic references.

Running head: DIVERSITY IN WORKFORCE
DIVERSITY IN WORKFORCE
Name of the student
Name of the university
Author note

1DIVERSITY IN WORKFORCE
Introduction
Diversity in the workplace enables an organization in empowering the different
operations in accordance with the changing market conditions. In this connection, the discussion
with take the opportunity of identifying the case of Agrium Inc in Canada and the measures that
were facilitated by the business with the purpose of empowering diversity inclusiveness in their
workplace.
Benefits and challenges of a diverse workforce
Diversity in the workforce planning methods supports an organization in increasing the
knowledge base while empowering innovativeness in the business processes. Shaban (2016)
stated that people coming from different educational and cultural backgrounds contributes to the
organizational sustainability through shared learning and their creative ideas. However, there are
certain issues that might be encountered by businesses while promoting diversity in the
workforce. According to Andrei, Petery and Parker (2019), cultural conflicts and biases might
pose a greater challenge towards organizational performance while facilitating a diverse
workforce. The conflicting ideas of the people and the absence of respect and trust between the
individuals might affect the capability of the organizations in empowering their operational
efficiency. On the other hand, biases and discrimination among the workplace from the
management based on inclination towards a particular caste, creed, religion or gender might
create dissatisfaction among employees and disruptions in the workflow (Garg, Pandey &
Vashishta, 2017).

2DIVERSITY IN WORKFORCE
Case organization: diversity in Agrium Inc
Achievement of title
Agrium Inc, which has currently merged with Nutrien and PotashCorp in the year 2018,
was a retail supplier of agricultural products and services since 1931 (Nutrien., 2020). The
organization held around 3,560 employees based on an aboriginal workforce strategy (Nutrien.,
2020). The organization focused on recruiting aboriginal employees to comply with their
different operations. The activity did not only provide the aboriginals in getting better placement
opportunities but also contributed effectively to the long driven sustenance of the business. The
strategy that was maintained by the organization was to uphold the need of diversity in the
workforce while providing employment opportunities to the aboriginal communities. The
strategy helped the organization in achieving the title of being the most diverse workforce in the
business world.
Steps taken for improving inclusiveness
The business took the initiative of developing different training and development
programs and campaigns for the aboriginals with the purpose of improving the professional skills
and experience of the aboriginals in Canada. The organization invested huge capital for
improving the training activities among the aboriginal communities for continuous development
nad growth of the same. The motto for the recruitment strategy of the organization was
specifically reflected through their culture of empowering the aboriginals and the specific
communities while providing the same with educational concessions and inducing professional
skills. After merging with Nutrien, the company continued to build on their strategy of recruiting
aboriginal workforce for their upliftment.

3DIVERSITY IN WORKFORCE
Maintaining the diversity strategy
The organization framed polices related to anti-discrimination in the workplace and
providing equal rights to the minority communities with the purpose of adhering to the common
goals of the venture. The continuous development of the workface through planned training
campaigns supported the business in improving self- efficacy among the aboriginal staff
members, which contributed to the business sustenance all the years before it merged with
Nutrien.

4DIVERSITY IN WORKFORCE
References
Andrei, D., Petery, G., & Parker, S. (2019). Include, integrate, individualize: A framework to
guide effective managerial practices for an age diverse workforce. In Age in the
Workplace Meeting.
Garg, S., Pandey, D. K., & Vashishta, A. (2017). Workforce diversity management
techniques. ZENITH International Journal of Business Economics & Management
Research, 7(4), 41-46.
Nutrien. (2020). Nutrien. Retrieved 12 March 2020, from https://www.nutrien.com/
Shaban, A. (2016). Managing and leading a diverse workforce: One of the main challenges in
management. Procedia-Social and Behavioral Sciences, 230, 76-84.