CERA: Diversity Management Report Analyzing HR and Business Strategies

This report provides a comprehensive analysis of CERA's diversity management practices, focusing on the Civil Engineering Research Association. It examines the importance of diversity in the workplace, addressing issues related to employee retention and organizational culture. The report discusses the role of diversity management, highlighting the need for inclusive recruitment, training, and performance appraisal processes. It explores the business rationale for diversity, emphasizing the benefits for stakeholders, including employees, customers, and shareholders. Furthermore, the report delves into HR planning, aligning business strategies with diversity initiatives, and offers recommendations for enhancing diversity within the company. The analysis covers issues such as potential resistance to change and the need for cohesive HR policies, with the aim of fostering a multicultural environment and improving overall organizational efficiency. The report underscores the importance of adapting HR practices to reflect the diverse Australian context and to mitigate conflicts among employees, ultimately promoting sustainable growth and a more inclusive workplace.

Running head: CERA DIVERSITY MANAGEMENT
CERA DIVERSITY MANAGEMENT
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Introduction:...............................................................................................................................2
Discussion:.................................................................................................................................2
Role of diversity management of CERA:..................................................................................2
Issues relating diversity management in CERA:.......................................................................4
Business rationale argument:.....................................................................................................4
Beneficiaries of the company:....................................................................................................6
HR planning relating business strategies:..................................................................................7
Recommendation:......................................................................................................................8
Conclusion:..............................................................................................................................10
References:...............................................................................................................................12

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Introduction:
This report is based on the case study of the company of CERA, Civil Engineering
Research Association where the HR management is highly concerned with the growth of the
company on the basis of its workforce (Di Palma, Raiola & Tafuri, 2017). This report aims to
discuss the importance of diversity management in the company so that it can being change
in the organizational culture of the company ad make it more prosperous (Kim & Mullins,
2016). The case study has pointed out some of the issues that the HR manager, team members
and operational manager discusses to understand the issues relating to the retention problem
in the company. This discussion among the higher authorities of the company leads to the
consideration of incorporation of employees from different culture, ethnicity, race, age,
education, personality and lifestyle. This report will be discussing the role of diversity
management of CERA, issues relating to the diversity management, business rationale
argument, beneficiaries, HR planning relating business strategies and roles of stakeholders.
This report ends with the recommendation on the basis of increasing diversity in the human
workforce of the company.
Discussion:
Role of diversity management of CERA:
As the case study has discussed, the main issues of the human resource management
is related to the diversity management in the organisation which is affecting the business in a
negative way (Reiche et al., 2016). The various aspects of diversity management are the
processes of selection, recruitment, training, performance appraisal and overall development
of the employees of the organization (Noe et al., 2017). This company if wants to enhance the

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retention of the trained and efficient employees needs to show commitment to enhance the
workplace diversity by the means of
Aspects relating to the creation of the integrated flexible condition of working for the
staffs and allow them to keep an effective work life balance in the workplace (Kim &
Mullins, 2016). Effective measures of diversity management will gradually help the
organization is different ways. For instance, the company will have a scope to build a strong
relationship with the employees along with the communities related. In addition to this, the
workplace diversity will give the company scope to see one issues from different points of
view then make decisions accordingly (Reiche et al., 2016). This process can effectively help
the company to enhance the overall productivity of the company. It will help the company to
improve the quality of the projects and motivate the employees to provide a higher quality
product and service. CERA needs not only implemented the cultural and other types of
diversity in the workplace nut also promote this diversity in such a way that the customers,
employees, suppliers, shareholders, government and competitors can see this change.
This diversity management states from the election and recruitment of the employees
having various type of backgrounds who will implement their own understanding and values
in the production, sales and customers services (Zapata-Barrero, 2015). This will give the
company the benefits of providing n over all support to the customers and the other
stakeholders. The process of incorporating diversity in the workplace is not a very difficult
task (Noe et al., 2017). The company needs to arête a diversity pool of employees by
selecting the candidates and giving preference to the employees of the other cultures. Hence
the foremost step that the company will take, is the change in the HR policies. Changed
policies and strategies of the HRM in a timely manner will give CERA a scope for widening
the choices. This type of recruitment program on the basis of diversity programs can help the
company to accomplish its objectives (Riccucci, 2018).

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Issues relating diversity management in CERA:
Diversity management mainly focuses on the assembling of the values of the
organization and their practices for developing vision as well as organisational strategies
pertaining to its requirements (Riccucci, 2018). Diversity management actually includes
giving the emplacement opportunities to every individuals equally the workplace which
enables to incorporate the ideas and understanding of the employees from different ground to
work out the assignments (Kim & Mullins, 2016). By developing the compliance oriented
approach, CERA can promote diversity in the organization. As the employees of the
company are its assets and the rouse of competitive advantage, there are several issues to
baring any changes in the workplace. The process of promoting diversity and incorporating
may not be supported by the other employees. This can have a multiple impacts on the
existing organizational structure (Zapata-Barrero, 2015). Moreover the employees who
believed and most fitted in the human resource structures followed by CERA traditionally,
may not accept any changes as they may think this will affect the overall capabilities of the
corporation. The issues of diversity management can also get affected when then HRM will
be proceeding with the method of ensuring balance between desired culture and objective
results (Reiche et al., 2016). The company has been aiming to bring changes in the human
workforce depending upon the incorporation of cultural and gender diversity. This is why the
pressure from the management and existing employees are such strong (Kim & Mullins,
2016).
Business rationale argument:
In the case of CERA, infrastructure investment in regional Australia is growing hence
the need of the effective employees in the organization. In addition to this, the need of
diversity is also growing in the Australian context as the local cultural diversity in the count

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is higher than many developed countries. These are the reasons why person-organisation fit
has become necessary for CERA due to which the human resource managers are thinking
about incorporation of the diversity through recruitment and selection then manage those
effectively. Multiculturalism is an effective part of the diverse working environment (Saylık,
Polatcan & Saylık, 2016). Starting form the strategic, operation and managerial levels of
teams and management this affect the companies in such a way that it gets high motivation to
achieve the targets (Kim & Mullins, 2016). The company needs to implement diversity in
every part of the operation in such a manner that the functions gets imbibed in the culture.
These practices can only be motivated on when there is a proper coordination among the
senior and the low level of management is present (Özbilgin & Chanlat, 2017). They
therefore understand the needs for transforming the existing traditional HR policies for the
recruitments and selection process of the new employees of the organization. Here the senior
level employees are to handle this change and protecting the interest of the employees both
exiting as well as the new ones (Manoharan & Singal, 2017). The conventional HR policies
that the company used to follow only incorporated the employees on the basis of the working
capabilities and who can match the organisational culture of the company only.
This had recused the diversity of the company in one hand and reduced the capacities
of the workforce in understanding the issues and found out a creative solution of these
problems one the other (Di Palma, Raiola & Tafuri, 2017). This traditional HR practices need
to be transformed which can only be achieved through the development of cohesive
environment (Kim & Mullins, 2016). The diversified teams in CERA can help the respective
departments to manage the critical issues in an easy manner. The discussions of the
management in the case study allow the better understanding of the problems present if the
company does not apply the diversity management process properly (Özbilgin & Chanlat,
2017). The authorities have acknowledged that only a multicultural environment can help the

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company to overcome the loopholes of the organostions (Manoharan & Singal, 2017). This
provides the insight for converting the organization to be the effective in the multicultural
society of Australia. In addition to this, it has been pointed out that the sense of cultural
awareness among the employed is needed to be improved (Bunderson & Van der Vegt,
2018). Therefore through increasing diversity in the teams, the HR manager will be capable
to get different solutions to one problem. Thus the company will be able to create a large
social network group within the organization which will enhance efficiency of CERA.
Beneficiaries of the company:
As the company is choosing the path of diversity management in the human
workforce, this will not be limited in the management of the employees but all the other
stakeholders (Di Palma, Raiola & Tafuri, 2017). The beneficiary of the diversity management
is the group which will be getting the opportunities of expansion if the organization
implements the diversity management practice (Riccucci, 2018). The company that promotes
the diversity management can help the employees to get inspired or motivated to implement
plans carefully in one hand and solve all types of workplace problems on the other (Saylık,
Polatcan & Saylık, 2016). This practice of diversity management taken up by CERA will
ensure that the employees will have their skills and technicalities enhanced. The individual
employees when framing the business policies will build opportunities for the company itself
(Trischler, Kristensson & Scott, 2018). This will maximise the potential of individuals who
are gifted and creative irrespective of any bias. However, in this case also the human resource
management may face problems as the claims of discrimination will be aroused in different
times (Manoharan & Singal, 2017). Therefore, the company will be seeking more benefits to
implement the diversity management in the organization.

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HR planning relating business strategies:
CERA while being the changes in the recruitment process of the employees will be
needing proper infrastructures and business strategies to support new human resource policies
(Saylık, Polatcan & Saylık, 2016). In this aspects, it can be stated that the human resource
managers only know the importance of the efficient employees therefore they need this
supply of intelligent and motivated employees who will help them to achieve the goal
(Trischler, Kristensson & Scott, 2018). The business managers therefore need the capable
employees who will understand the point of the managers of different departments and
participate in the decision making process (Kim & Park, 2017). However, this diversity needs
to be handled properly if not this can lead the organization to lose all its ground of
competition (Hansen & Seierstad, 2017). The HR policies of CERA will be so appropriate
that starting from the recruitment process, to the appraisal, there will be no cases of
discrimination on the bias of racial or cultural diversity.
As the company has been operating the market of Australia long with the other
countries. The national culture has manipulated the organizational culture. This has created a
negative effect on the growth of the company. As the diversity of the organization is lower
than the competitors, the sustainable growth in terms of human resource has been gained. In
the other regions where the company has been operating, the conflicts among the employees
are being recorded (Zapata-Barrero, 2015). This is the reason why the company needs to
change the old procedure of recruiting the human resource personnel. This will include new
and capable HRM practices with the support of current technological development and
enhance the growth opportunity. These changes need to take place in the organostions and
effectively enhance the strength and opportunities of the company (Kim & Park, 2017). The
changes in the recruitment structure will enhance the knowledge flow of the company in such
a way that the local employees who are different from the employees of the home country

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will take important place in creating scope for the company (Trischler, Kristensson & Scott,
2018). These people will have more knowledge about the demands of the customers of that
particular market and help to mould the products of the company (Groeneveld, 2015). Thus
CERA will have a great knowledge pool that will give it a competitive advantage. Under this
situation the company needs to bring changes in the recruitment structure. The more dynamic
the workforce become, the more growth will be perceived.
Recommendation:
The application of the changed policies of the human resource will be treating to the
three most impact aspects of the human resource management which include Recruitment,
Training, and Performance Appraisal. CERA needs to employ the candidates from every
background to attain the realistic goals. To achieve a sustainable growth, it is advised that it
must incorporate some systematic changes for the overall recruitment as well as selection of
the employees that can help in establishing the effective work environment in the
organization. Here the company can implement the one size fits all method to incorporate the
diversity in the workplace. The company will be involving every individual of the
organization to take the responsibilities of the diversity as their own growth will be endued
through this process. Starting from the top to bottom level of employees must take the
responsibilities to bring a positive change on the basis of the diversity management.
Secondly, the company will be delineating the nature of the existing culture to the
employees and make them understand why the changes were necessary for the survival of the
company. In this change mechanism and diversity management, the company may not get
full support of the employees therefore, it needs to identify the ways in which the reasons of
the existing culture of the company is hindering the development of the desired diverse
culture. This will enable the company to establish the dimensions of the desired culture

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without any conflict among the management and the ground level employees. This compares
of standard and actual outcome will be helping the company to assimilate the desired results
within the required time period.
Thirdly, the company needs to assemble al the resources including fiscal as well as
human resources at a place in order to incorporate the organizational policies while it is
changing every functioning of the firm. The company needs to start the planning from bottom
level of employees who have limited scope of protecting or creating problems. Initially, it
will be difficult for the company to convince the employees of the changes but through
effective communication tools and readership they will be motivated to accept the need for
change in the culture. If the company incorporates systematic arrangement, it will help to
achieve sustainable result.
Fourthly, the company can set up a system for change which is necessary to remain
prepared for any type of problem in advance. In this regard, CERA can take help from the
technological advancement and set the goal for recruiting people from diver cultural
background. Once the requirement for the recruitment and performance appraisal is set, the
company will be able to choose the most fitted persons for the desired post. When it will be
the question of reward and performance appraisal, the employees will definitely support the
new HR policies of the company without any problem.
Fifthly, the training process of the employees is very much needed aspect for
incorporating diversity and maintaining those properly. Educating the employees about the
role of diversity at the workplace can help the company to process the necessary goals. This
is important for the company to provide needed, detail and effective information about the
requirement of diversity in the organization. Human resource is all about keeping the
systematic information about properly filing right places in CERA. This is due to the fact that

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it can only gain success if the recruitment team of human resource management is well-
trained. The competition scenario where the company has been operating, it has become
obvious for the recruiting the best employees. The company has for involving an expanded
workforce to attainment of the desired result. Assembling the people from different cultural
and social background has been necessary to attain the differential results. It is needed to
implement change in the training process so that the employees can achieve the desired result
in given time frame. Hence training is the method of imbibing the diversity management in
the organostions through the employees.
Finally, the support of the top management of the company has to be demonstrated.
The employees when see that the change proves relating recruitment, performance appraisal
and training process are being supported by the management also, they will be encouraged
and support the diversity inclusion in the company. The top management will favour the
existing employees who will support the business decision of the organization. In addition to
this, the managers are advised to advance the process through which the vacant positions will
be filled as per required qualification. Hence the HR managers need to collect the vacancy
positions of the departments and shortlist the most appropriate applications so that the
interview process and recruitment can be initiated as early as possible.
Conclusion:
Therefore, it can be concluded that CERA being an engineering service provider and
manufacturer, need to enhance the competitive advantage in the markets where it operates.
As mentioned before, diversity management mainly focuses on the assembling of the values
of the organization and their practices for developing vision as well as organisational
strategies pertaining to its requirements. To achieve a sustainable growth CERA needs to
employ the candidates from every background and attain the realistic goals. The changes in

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the recruitment structure will enhance the knowledge flow of the company in such a way that
the local employees who are different from the employees of the home country will take
important place in creating scope for the company. Through proper support from the
stakeholders like employees, customers, competitors and the shareholders. The senior level
employees are to handle this change and protect the interest of the employees both exiting as
well as the new ones.

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References:
Bunderson, J. S., & Van der Vegt, G. S. (2018). Diversity and inequality in management
teams: A review and integration of research on vertical and horizontal member
differences. Annual Review of Organizational Psychology and Organizational
Behavior, 5, 47-73.
Di Palma, D., Raiola, G., & Tafuri, D. (2017). The strategic contribution of sport to the
management of diversity. Sport Science, 10(1), 40-43.
Groeneveld, S. (2015). Explaining diversity management outcomes. What can be learned
from quantitative survey research.
Hansen, K., & Seierstad, C. (2017). CSR und diversity management. Management-Reihe
corporate social responsibility.
Kim, S., & Park, S. (2017). Diversity Management and fairness in public
organizations. Public Organization Review, 17(2), 179-193.
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Kim, T., & Mullins, L. B. (2016). How does supervisor support and diversity management
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Manoharan, A., & Singal, M. (2017). A systematic literature review of research on diversity
and diversity management in the hospitality literature. International Journal of
Hospitality Management, 66, 77-91.

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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Özbilgin, M., & Chanlat, J. F. (Eds.). (2017). Management and Diversity: Perspectives from
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cases in international human resource management. Taylor & Francis.
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at schools. International Journal of Progressive Education, 12(1), 51-63.
Trischler, J., Kristensson, P., & Scott, D. (2018). Team diversity and its management in a co-
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Zapata-Barrero, R. (2015). Diversity management in Spain: New dimensions, new
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