A Report on Emerging Themes in Human Resource Management: Diversity

This report analyzes emerging themes in Human Resource Management (HRM), focusing on workplace diversity and inclusion. It examines the outcomes of diversity, intersectionality, and factors that both prohibit and support equality in the workplace. The report discusses the next steps for promoting diversity and inclusion, highlighting areas of focus such as the political environment, technological advancements, social trends, legal transformations, demographic changes, and industry globalization. It also explores the implications of these emerging themes on operations and strategic decision-making processes. Recommendations are provided to foster a culture of equality and open communication within organizations. The report references CIPD materials and other relevant sources to support its analysis and conclusions.

Emerging Themes
Human resource management

Workplace diversity and inclusion 1
Contents
Introduction.................................................................................................................................................2
Findings and Analysis.................................................................................................................................2
Outcomes of diversity..............................................................................................................................3
Intersectionality.......................................................................................................................................3
Factors that prohibit equality in the workplace........................................................................................3
Factors supporting diversity and inclusion..............................................................................................4
The next step for diversity and inclusion at work....................................................................................4
Areas of focus..............................................................................................................................................5
Political environment...............................................................................................................................5
Technological advancements...................................................................................................................5
Social trends and shifts............................................................................................................................6
Legal Transformation...............................................................................................................................6
Demographics Change.............................................................................................................................6
Industry globalization..............................................................................................................................7
Possible implication of the emerging themes on operations and strategic decision making process............7
Recommendations and conclusion...............................................................................................................8
References.................................................................................................................................................10

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Introduction
Inequality has been an age old problem that is being faced by businesses across the globe. This
inequality exists in the form of gender biasness, lack of female leaders in the workplace, any
biasness in the form of caste, religion or ethnicity. There has been a significant improvement in
the situation in the last few years. But we are still far from reaching sustained equality.
Workplace diversity is also an essential aspect of any business. Human resource management
aims to ensure a high level of diversity in the workplace. Workplace diversity encompasses
people from several races, gender, age groups, religions, ethnic groups as well as cultural
backgrounds coming together to work as a team (Barak, 2016). This diversity has been
increasingly emphasized by organizations throughout the world. This is because a high level of
workplace diversity improves organizational culture and widens horizons for all of the
organizational stakeholders.
Human resource management of any organization plays a critical role in the success of the
business (Bezrukova et. al., 2016). The HRM department is consistently evolving and growing.
This essay will throw light on the emerging themes in the human resource management of any
organization. Inclusion and diversity in the work place are key trends that are shaping the
industry significantly. A critical analysis of similar trends has been conducted in this report
which aims to gain a deeper insight upon the current status of the HRM industry at large. For this
discussion, several economic, political, technological and environmental factors have been
considered which directly impact the industry.
Findings and Analysis
The report essentially focuses on several problems faced by several organizations in the United
Kingdom. The predominant issue of concern is that of inequality in the workplace. Several
businesses have introduced new rules and policies in order to ensure an equal work environment
for all employees (Downey et. al., 2016). Despite this, the progress seems painfully slow
adversely impacting all stakeholders associated with the business. There are two ways of looking
at the importance of inclusion and diversity within any organization. First is a moral case and
second is a business case. The moral case suggests that all people are equal and everyone

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deserves equal opportunities to develop, to progress and, be rewarded and recognized at the
workplace(Parker, 2016).
Outcomes of diversity
The business case of the aspect focuses on the increased productivity and efficiency of any
organization resulting from a higher level of diversity in the workplace (Kalinoski et. al., 2013).
Diversity and inclusion have been known to yield positive outcomes for any organization. It is
important to note that diversity can only lead to a better workplace environment if the business
associates and manages the concept well. Cultural diversity in a workplace results in enhanced
creativity (Nishii, 2013).
The case suggests that diversity as a practice has a wide impact on organizational performance
but not as much an impact on employees. However, the effects of diversity are different for
different organizations and industries. The policy implementation in the UK has considered the
fact that a single individual has several personalities and therefore makes it important consider a
holistic perspective towards diversity(Lane & Flowers, 2015).
Intersectionality
Intersectionality is essentially a framework that attempts to identify the impact of various
systems of power. Team processes can be better understood with Intersectionality. The case
suggests that focus of a leader on a single group of people in a team will not benefit the team. In
fact, diversity in a team can only be effectively practiced when there is equality. Diversity has a
positive impact on the organization as well as its employees. An inclusive workplace atmosphere
is necessary to realize the benefits of diversity in the organization.
Factors that prohibit equality in the workplace
Despite several legislations and policies, inequality still persists within several workplaces.
There are various factors that are leading to inequality in the workplace. The foremost factor is
biasness and prejudice. This eventually leads to discrimination. Secondly, there is still a severe
lack of women leaders within the organization (Peretz, Levi & Fried, 2015). It is unfortunate that

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this inequality begins from the first step of recruitment. There are perceptions regarding disabled
application.
Once the employee is a part of a firm, performance evaluation procedures are often different and
largely biased. Benevolent discrimination done in organizations is also a major factor that
prohibits equality. It is essential to understand that several stigmas associated with employees
may scar the individual in the long run and adversely impact the entire employment experience.
Gender pay is a brutal reality that is faced by several women throughout the world. This gender
pay gap stems from the culture of inequality in the organization.
Factors supporting diversity and inclusion
Given the high level of inequality faced by organizations throughout the globe, it is the need of
the hour to take some stern steps towards creating an equal and diverse workforce within any
business. There are several factors that support equality in the workplace. Firstly, trainings
should be provided across all organizational levels regarding the importance of diversity
(Wrench, 2016). These trainings must also be inclusive of various efforts at mentoring
employees towards effective management of diversity. However, these trainings can only
provide a short term impact. Secondly, the government must put substantial efforts to ensure
development and growth of the disabled. There must be stringent policies towards making
offices disable friendly. Overall it is the responsibility of the human resource management as
well as organizational leadership to create a culture of equality (Al-Jenaibi, 2017). This can be
achieved with the help of open communications, adopting open door policy and creating a
culture which is transparent.
The next step for diversity and inclusion at work
The foremost thing to do is for organizations to understand the value and importance of
workplace diversity and inclusion. A business’s financial performance, organizational creativity
and interpersonal relationships among employees, all largely depends upon the level of diversity
and inclusion the company propagates. Diversity in the workplace is sure to reap benefits to
employees as well as employers.

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The leaders of the organization must drive the change and promote diversity within their
organizations. It is also important that equality is practiced within every step of the organization
starting from recruitment to performance evaluation to rewards as well as other workplace
policies. During recruitments, organizations must not release ads which are gendered or promote
any biasness towards a working group. All candidates applying for the job must be weighted in
the same plate and no discrimination must be made on the basis of caste, religion, ethnicity
gender, race or disability. Organizational policies must be frequently reviewed and necessary
changes must be made in order to foster a culture of diversity in the workforce. All employees
within the business must be treated fairly and equally.
It is high time that the termites of inequality have been eating away the growth of our businesses
and we must do something about it. Individuals associated with the business must be treated with
respect and dignity throughout the workforce. Secondly, employees must also take responsibility
and put efforts in ensuring a culture of equality and open communication.
Areas of focus
There are various focus areas which directly impact the level of diversity and inclusion in the
workplace. These factors are described as below:
Political environment
The political environment of any country plays a major role in understanding the level of
diversity that may exist in the organizations of that country. Political leaders frame country’s
policies regarding immigration. Government can also introduce rules of equal pay and non-
discrimination which will further lead to a culture of inclusion and diversification. The laws that
are guiding nations today have allowed provision for people to travel across borders and work in
different countries. When an individual travels to another country to work or study, he or she
definitely considers the level of political stability of that country (Madsen & Nielsen, 2017).
Technological advancements
The advent of technology has changed the shape of industry at large. The new technologies that
are being introduced have enhanced the reach of recruiters to candidates residing all over the

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world. This allows them to invite a diversified population within their organizations. The
growing technology has specifically been beneficial for the disabled. The recent developments
have created technologies and machines that can increase the productivity and employability of
the disabled (Bond & Haynes, 2014). Such efforts will help in creating equality and will reduce
any form of discrimination against the disabled.
Social trends and shifts
There are several social trends which have an impact on the degree of diversification and
inclusion existing today. Social media and the internet play a critical role in changing social
patterns of individuals across the globe. Social media is also being used as an effective tool to
recruit people internationally. A lot of credit towards increasing globalization in the world goes
to the impact that has been created by social media. With the help of this platform, employees
are becoming increasingly aware about their rights in the workplace. The issue of equality within
the organization is also gaining significant attention with the help of social media and this is why
organizations are putting increasing efforts to ensure workplace equality (McCann, Sparks &
Kohntopp, 2017).
Businesses are also being able to handle diversity effectively with the growth of social media.
This is because there is an increasing awareness regarding different cultures and ethnicities
which help break the stereotypes leading to discrimination.
Legal Transformation
As mentioned in the case study on CIPD, the government is taking a lot of measures and steps
towards inclusion at work and workforce diversity. The country is also taking serious steps
against the organization who are defaulters and the authorities receive complaint about them .
Thus, the legal transformation is a positive factor towards ensuring workforce diversity and
inclusion at the workplace.
Demographics Change
Diversity in the work place and inclusion of work is also being driven across various industries
on the basis of increasing level of education in females. The females are the ones who initially

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used to be in the highest numbers when it came to college level studies, but in the present day
more and more females are going even for further studies. This implies that organization have to
start creating posts, or make it appealing to the growing female population.
Industry globalization
Globalizations has led to the creation of what we call a flat world. Businesses from different
parts of the world are crossing geographic boundaries and expanding in foreign lands. This
allows them to recruit locally and hence increasing the overall diversity of the organization.
Globalization at large has also reduced the cost incurred by a firm in order to invite candidates
from other parts of the world. Organizations have also been conducting exchange programs so
that their employees can work in a new culture and country. It is the increasing globalization
which has given the much required boost to increasing diversity in the workplace (Davis,
Frolova & Callahan, 2016). Moreover this globalization has enhanced awareness about different
cultures and ethnicities which makes it easier for employees to work in diverse environment.
Possible implication of the emerging themes on operations and strategic decision making
process.
The implication of increasing diversity and inclusion predominantly differs from organization to
organization. There are various stakeholders of the business and it is their attitude towards
diversity which defines the impact of the same. Workplace diversity has a positive as well as
negative effect on the organization.
One positive implication of the emerging themes on operation and strategic decision making is
reduction in the gender wise pay gap in various organization. Across the globe there can be seen
on an average a median gap of 12-15% in the pays of males and females. This however is not a
healthy, positive and motivating sign for the female employees. Thus, the emerging theme will
definitely help in reducing this pay gap.
Inclusion, diversion and workplace equality and drivers for growth and motivation for employees
within a business. A diverse organization helps to widen horizons and help people learn about
different cultures and ethnicities. Such an organization also ensures that people from different
background come together and work with effective collaboration. People from different

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backgrounds offer several different perspectives to the same situation. This helps in increased
productivity.
Diversity also helps employees in learning about new cultures and traditions. Organizations can
take the best practices of different culture and enhance their profitability. An environment of
inclusion can go a long way in motivating employees that are associated with the business.
Maslow’ hierarchy of needs suggests that people are motivated by their social needs which
effectively includes inclusion.
Similarly, an organization that promotes equality of work and does not discriminate on any basis
will have a much higher productivity. Such an organization is a platform for people to work
together and get fairly compensated for the same. People with disabilities or mental illnesses
often find it difficult to find jobs or perform to the best of their potential. These emerging trends
of inclusion and equality have not only offered them with opportunities to work with dignity but
also these trends specifically technological trends have increased their overall productivity.
On the other hand, diversity can also have adverse impacts in the workplace if it is not managed
effectively. When a diverse workforce comes together, there can be increasing number of
conflicts owing to cultural and language barriers. Communication within a diverse team can get
really difficult at times and may reduce overall efficiency of the business. However, it is up to
the leaders of the organizations to put efforts in the right direction towards ensuring managing
workforce diversity in an effective manner. The strategies to do the same have been described in
the next part of the report.
Recommendations and conclusion
There are several efforts that can be made by organizations in order to ensure diversity and
inclusion in the workplace. Firstly, the leaders of the business must propagate a diverse
workforce. They must lead by example and create a culture where people from diverse
backgrounds and come together and work. No discrimination should be made on the basis of
religion, caste or sex throughout the organization. Employees indulging in a discriminating
behaviour must be penalized. Organizations must also regularly provide diversity training to
their employees in order to ensure that they become comfortable with a diverse culture and can

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efficiently take advantage of such an environment to increase their productivity. Lastly, a culture
of open communication goes a long way in addressing issues that are fostered from inequality or
diversity within a workforce. This will not only help employees in voicing their problems and
addressing their issues but in the long run, this will also help in creating a positive workplace
environment.

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