Challenges and Strategies in Workforce Diversity Management

The management of workforce diversity has become an essential area of knowledge and practice within Human Resource Management (HRM). This analysis explores the various challenges that arise when attempting to manage diversity at the workplace, such as cultural misunderstandings, biases in recruitment processes, and maintaining employee relations. It is evident from literature that effective diversity management can lead to a more inclusive environment, which enhances organizational performance by attracting a larger customer base and increasing profits. Various studies and publications cited, including those by Fabel & Pascalau (2013) and Kim & McLean (2012), provide insights into the recruitment challenges and global talent management strategies. Furthermore, the article discusses how better understanding of different cultures can facilitate overcoming these challenges. The conclusion emphasizes the necessity for research on Diversity Management approaches that organizations must adopt to manage diversity effectively. Through strategic HR practices and fostering an inclusive workplace culture, managers can mitigate the challenges posed by workforce diversity.

Examine the
barriers HRM

Table of Contents
Critical incident technique reflection........................................................................................................................9
CONCLUSION.............................................................................................................................................................12
REFERENCES..............................................................................................................................................................13
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This essay will analyse the main obstacles and barriers experienced by practitioners of Human Resource
Management (HRM) during the process of introducing an inclusive diversity policy. This essay will explore
the role of HR in effecting a successful inclusive selection. Various model of diversity given by
different authors such as Robinson and Dechant, 1980 and Zibarras (2010) is all given under this in order to
manage the diversity and selection process. The key points relate to language barriers, cultural
differences and the counterargument focused on given by Kim, 2012. As today more companies are
moving toward a global level, element of diversity play a important role in reach large number of customers. During
selection process the main issues which a manager face due to diversity management is that it is very costly and time
consuming process and manager analyse the various factors in order to test the applicability of applicant under
different situations. Global diversity management is a concept which is used by managers to get the maximum
benefits of global workforce. Culture of acceptance is the approach of diversity management which can be used by
managers to manage the activities of employees. Main focus of this approach is to create a environment that truly
appreciates and values to the diverse nature of workforce. Main advantage of this is that it help in identify that
diverse individuals have diverse needs, characteristic and values and this approach seeks the acceptance of all these
factors in order to create a health and productive environment. Main element of this approach is to make every
individuals to be aware about their roles and responsibilities ad accepts differences in order to reduce the grounds of
conflicts, maximise performance of every individuals and provide an opportunity to every individuals to reach out to
his maxim potential. Main issues of diversity are respect at workplace, conflict, cultural differences, gender,
communication, disabilities and communication. Due to globalisation of business activities diversity is one of the
main challenge which face by enterprise. Number of employees from different culture and region work at enterprise
and it is very essential for every workers to respect the difference of every individuals. This help in create a
environment of trust and loyalty at workplace and increase profits and productivity of enterprise. It is very essential
that there must be effective communication at workplace and interaction programmes so individuals can share their
culture with other. Main barriers in DM which faced by HRM practitioner when trying to ensure
inclusive system of selection can be better understood by following points
Communication plays a significantly important role in the whole process of selection. In
an organisation with workforce diversity, different age groups, religions and ethnicities are
represented. In these circumstances poor communication between employees is a big obstacle
(Fabel and Pascalau, 2013). It is easy to misunderstand someone who communicates in a
different way. This misunderstanding leads to hampering the quality of official relationships
(Cox, 2009).To promote good quality communication it is essential to encourage all members of
staff to learn more about their peers and co workers and about various communication methods.
This can be done with the help of diversity seminars and meetings
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Attitudes: This is another common obstacle to achieving workplace diversity. This includes
prejudice and stereotyping, negative behaviour and attitude can harm the working relationship,
productivity and morale of employees. Attitudes of workers largely affect the business activities
of enterprise. For example positive attitudes of employees helps in create a healthy work
environment and enhance creativity at workplace and at the same time increase productivity of
business activities. On one hand a positive attitude helps in creating a positive working
environment and increase productivity and morale of workers while on the opposite of it
negative attitude toward each other not only hamper the quality of relationship among workers
but also decrease their productivity and also affect the selection process of company. Where are
your references? See the articles I uploaded the week we did disversity management
Problem consultants: These are the individuals who help to attract and retain a diversified
workforce. However, sometimes this also come as a obstacle toward the HRM practitioner as it
become difficult for them to choose a right consultant that will manage their company.
Consultant affect the selection process of enterprise.
Lack of employee involvement: According to the Diversity model by Cox and Thomas, 2009 To increase
the effectiveness of selection process and to manage a effective environment at workplace it is
essential for employees to work alongside and value to the contributions of other individual (Kim,
2012). For this, companies can offer education and training to them to create a supportive work
environment.
Lack of funding: In situation of lack of fund, no enterprise can execute its business operations
effectively. These largely affect the selection process of firm and its effectiveness. In absence of
proper financial resources it becomes difficult for employers to maintain the quality of work of
employees.
Language and cultural difference: This is known as the main feature of diverse workers that
they speak different kind of languages due to their cultural differences. This can clash with
current workers who do not understand their language (Kim and McLean, 2012). All this create
an uncomfortable situation where employees become unable to communicate with each other.
Definition of diversity management is inseparably connected with the diversity concept (Dechant,
1980).Workplace diversity refers to the differences among large number of people working in
organisation. It include the elements such as gender, race, age, personality, background,
education and more. Concept of diversity fit with the concept of human resource strategy as this
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provide number of long term benefits to organisation. Nowadays the concept of diversity is well
recognised by large company enterprises (Kontoghiorghes,2016). Most of the managers are in
the opinion that tool of diversity management is beneficial only as a factor of strategic human
resource management. Diversity management can be viewed as a strategy to find and create a
inclusive and diverse workplace. Concept of diversity is directly linked with the results of
business.
Interpretation of diversity varied from economic, social and cultural conditions as well as
from the point of view of different authors. In a broader concept, diversity covers a number of
elements. For example, Martin-Alcazar and Sanchez-Gardey 1980 claim that diversity in the
workforce includes a number of factors that differentiate employees from each other such as
gender, age, social status, marital status, culture, moral values and many more. As per the point
view of Robinson and Dechant, 1980 diversity include differences in sexual orientation, disparity
between behaviour and attitude and many more There should be no discrimination at workplace at
workplace. An act of employment legislation known as equality act refer that employees should not be discriminate
on basis of their age, race, gander, martial status, colour, culture, religion, disability and maternity. According to
Zibarras (2010) For some time enterprises perceived diversity as an opportunity to create
competitiveness if firm Diversity management is perceived as an opportunity to survive in
difficult markets as this provide an opportunity to serve large number of customers.
Diversity management is different USA, EU and in Asian states. Attitudes of employees
towards diversity and managing the diversity of human resources in an enterprise are conditioned
by historical, different factors such as historical, social and political (Zibarras and Woods, 2010). .
For example diversity managements in USA is based on economic which is reflects in a strategic
orientation and aimed at search best and talented employees.
Syed and Ozbilgin (1990) said that diversity model is conditioned by three main elements
such as macro, meso and micro. All factor such as institution of law making, social enterprises,
culture and religion largely affect this concept of diversity rsity of micro level. This process can be
choose by enterprise during selection process in order to hire a diversify manpower. In 1991 Thomas wrote that
there will come a time when enterprises will not see diversity as a burden and this will become
one of the important part of organisations. Numbers of different approaches of diversity
management are there which states that diversity management is a part of corporate social
responsibility and organisations should serve the interest of different stakeholders in order to get
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their support and commitment. Changing perception on the concept of diversity management had
impact and emergence of different model of diversity management (Lipschultz,2016).
First model of DM present a reactive approach toward diversify in enterprises and the
other ones represent the proactive direction. This model was given by McLean, 2012 Reactive model
was connecting with the policy of equal rights of all workers. However there is a lengthy process
of combine the resourced of diversity for different organisational profits. First model of DM is a
result of strategic management when an enterprise uses all its resources in order to adapt the
environment or to gain competitive advantages.
Diversity model by Cox and Thomas, 2009, assume that workforces were becoming more
diverse in the factors such as age, gender which is providing input to the study of diversity. They
assume that enterprises can gain competitive advantage through the effective use of diverse
workforce with the help of effective implementation of proper processes and structure. As per
the concept of Cox DM can be defined as the process of planning and implementing
organisational practices and system to manage its people so that enterprise can get and maximise
the advantage of diversity and can increase the contribution of employees can be maximised
towards growth of company.
Other models of diversity management related with the emergence of resource based
approach in different companies which focus on importance of human resources (Kumari, 2012).
All these models combine the process of organisation with resource diversity management.
These approaches are multi cultural in decision making process and encourage development of
new culture which which is supposed to encourage enterprise to adapt the changes. The new
culture must support the learning process. There are other models which the concept of
enterprise as a open system in which a exchange take place between environment and
organisation. Final results achieved by the enterprise affect internal and external environment
that's why its affect its stakeholders. Main feature of this model is participation of different
groups and stakeholder in decision making process.
Greenberg, 2010 one of the researchers in the area of workforce diversity concluded that
enterprises with specific diversity plans are more able to response to changes than the companies
who no have diversity plans. According to him, creating diversity plans include three main steps:
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Assessment of diversity: Under these different documents such as employee satisfaction survey,
discussions provide information about obstacles and challenges to diversity. Involvement of
employees is very necessary to create a useful and effective plan.
Development of diversity plan: Based on the above step series of goals are developed regarding
the concept of workforce diversity.
Implementation of plan: This is the last steps and these indicate commitment of management is
necessary in implementation of plan. Formulation of action plans and development of
assignment and implementation must be follow. Whole action plan must be the responsibility of
entire enterprise as it is not just the responsibility of directors of human resource.
During diversity management the main barriers which a human resource manager face include lack of top
management support, lack of finance, hesitation to change, lack of skills in managers and leaders and lack of
understanding about HR support. It is very essential for manager of HR department to provide full support to
middles level managers diversity management especially in process of selection. So enterprise can create a diversify
culture. How these challenges might be overcome
Diversity in the workforce is more important for the business to execute all the business
activities effectively. Some time it is more typical at the workplace so that it is important
responsibility of the company to manage DM appropriately at the time of selection process
(Lipschultz,2016). In the organization culture, values and attitude influence the overall
performance of the company. There are some effective ways which helps in overcoming from
the challenges of the diversity in selection are as follows:
Better communication: In DM, it is one of the best way to overcome the barriers of the diversity
in the workforce. In this the manager of the company to communicate with the employees and
provide better knowledge of culture differences so that they easily understand about the clients a
well as employees culture in order to deliver better facilities. For resolving the issue manager
also provide better training programs of the cross culture to their employees which helps them to
achieving the better results.
Understand the clients culture: It is more important for the company to understand their
employees and clients culture which reduce the chances of conflict situation and helps them to
managing the diversity in selection in order to manage the effective work environment
(Ntiamoah and et. al., 2014). For this the company organize various process as well as events in
which they communication with their employees clients about their culture which leads in
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understanding effectively which aid in improving the company performance by evaluating the
various culture and values.
Promote appropriate of cultural differences: DM is also effective way to overcome from the
diversity. For this the manager of the company promote all the differences of the culture in front
of workforce at time of selection process so that they aware about all the customers and make
better relation among all the employees which directly contribute in enhancing overall
productivity of the company.
Be open to trying new things: DM is also an important for the manager while selection activitiy
to define new things in which all the employees comes together ad work for a common goals. It
helps in building the proper coordination and also maintain the better relationship among them
(Swailes and Blackburn 2016). DM way is more effective because it helps in defining the
innovative process to competing all the task with different culture of employees. It helps in
reduce the difference of the culture in employees mind.
Equality: It is one of the important for the organization to treat their employees in equal manner.
Employees should not be discriminate on basis of their age, race, gander, martial status, colour,
culture, religion, disability and maternity. With the help of this manager easily improve overall
performance of the company and selection process.Focus on your self: Some time diversity is a
major issue of the organization so that it is important duty to manage it effectively. DM process
starts with their own attitude and behaviour at the workplace so that they easily manage it
effectively. For this manager have to conduct better job interview process in which they put
some question in front of applicant and notice their attitude and behaviour and also focus on their
communication style that how to respond the question (Zibarras and Woods, 2010). Which helps
in defining their attitude and behaviour effectively. In this, self assessment is one of the
important key elements which develop the safe and fair work environment for all the employees.
Employee assessment: It is more important for the managing the diversity in the workforce
because it helps in analysing the employees views about other workers. This will aid in
determining the employees attitude towards the work and other employees. If manager notice
that the employees only focus in their task and their race so that it is important responsibility of
the manager as well as business owner to address all the issue which is create from the diversity.
Effective assessment of the employee helps in the improving their performance and overcome
from all the issues effectively.
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Encourage interaction: In this, at the time of determine the diversity issue at the working place,
it is more important for the manager of the company to discuss with their employees so that they
easily evaluating actual problems of the employees. For example, In this case they easily
motivate and encourage their employees toward the work with different culture and generation.
DM helps in improving overall performance of the company because if manager of the company
do not manage the diversity in the workforce so that company reduce their image at market place
(Noon and et. al. 2016). In this process of DM, these type of communication helps them to
improve their work environment with the help of learning about its goals and objectives.
All these ways of DM is more important for the company to overcome the barriers of diversity in
the workforce. With the helps of these manager of the company resolve all the issues in effective
manner and get positive results in appropriate time period.
Along with this, the diversity management play important role in managing the diversity
in the workforce in order to attain all the desirable goals and objectives. In the recent time,
economy is become global so that the workforce is also diverse. In the organization success is
highly depend on their workforce so that it is more important for the company to effectively
manager diversity in the workforce. For this the manager of the company use effective process as
well as policies to manage it effectively. DM should be a part of the organizational culture so
that they easily develop their workforce performance in effective manner and also improve their
productivity. Manager of the company should be evaluate regular performance of the employees
because some time culture and values of the workers create dispute among workforce which
reduce the performance of the company as well as employees (Allen, Erickson and Collins,
2013). If manager evaluate as well as monitor the employees work activity then they resolve all
the problems and manage positive work environment. Better management of diversity help to the
company to improve overall image at the market place. With the help of better diversity
management enterprise get various advantage like improve the productivity, encourage
employees morale, maintain the positive work environment and many more which helps in
removing all the barriers at the workplace and also allowing equal opportunities in their job
profile so that they improve their personal growth and professional development in the company.
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Critical incident technique reflection
This section is related with the critical reflection which define author point of view. With
the help of this understanding about various feature will enhanced. It were considered as well as
covered in their essay. It is important section because it is totally related with the assumptions. In
this learning in and on action and transfer of learning will also define in this essay. In this
context this reflection is based on human resource practitioner which defines various
assumptions which evaluate in the beginning of the work essay. It will be define in below:
Assumptions:
In research work various assumption take place which helps in improving the overall
productivity of the employees within the organization. In current era it, is more important for the
manager to ensure that all the task is done in predetermined time period so that they achieve their
target. In this I select this study work which define that I while considered all the various
elements in most effective manner. This work is related with the better experience of working
and while doing this work I learned more and more new things. With the help of this various task
as well as work define in this essay and also I was covers them in most effective manner. In this
module I want to get lots of knowledge about HRM and how it helps in enhancing the overall
productivity of the organization and its employees. Along with this I will also leader about
diversity so that I can able to manage it effectively. As per HR practitioner as well as researcher I
is my responsibility to evaluate and determine the facts for future aspects. I will also ensure that
all the factors are define in their real prospects. Apart from this, in this certain objectives are
conducting by me in this research work to enhance the effectiveness of this module and research
in most effective manner. such as:
 Learn new concept and methods
 Assess the effectiveness of HRM
 Better understanding about diversity management
 Recommendations about improvement
Present report is related with the author point of view which assist in effectively
understanding the critical as well as complex terms. This task helps in evaluating the way to
analysing that how barriers hamper on the selection system in the company and also define the

way to overcome form it effectively. It also define all the aspect of diversity training which helps
in manning all the activities of the organization in most effective manner.
Learning in Action:
According to me, work force diversity means similarities and different factors among
workforce in terms of gender, sex, caste, religion, physical abilities and disabilities and sexual
preferences. No two individuals are same. They are not just different in social and psychological
features but also in perception and beliefs. Diversity makes them assorted. In current scenario,
workforce diversity is must but managing it is a challenging job for management. Workforce
diversity is needed in every organisation acts as a strength for any concern. In this era of
globalization, most of the concerns are trying hard to achieve workforce diversity. It aims at
employing employees from different backgrounds to get various benefits for business. By
reading books of successful authors I have determined that heterogeneous groups can give more
creativity and innovation to company. There are various benefits derived from this -
It helps in bringing productivity in firm to achieve competitive advantages. Diversity will help
employer to give more solutions to customers as it results in new and innovative ideas. It
increases employee morale and motivates them to work more efficiently and effectively.
People are coming from different backgrounds so, it helps in increased creativity in
organisation. They brings variety of solutions for single problem and best one amongst these is
applied, so it improves the working. At the time of brainstorming, more ideas are formed because
of team members from different cultural backgrounds. Company that wants to expand its
business in global market can get benefit from this because of language diversity at work place.
Bilingual workers can get benefit while applying for jobs.
It helps in maintaining positive reputation of company as workforce diversity is an proof that
there is no employment discrimination. Jobseekers searches for employer who is fair regarding
race, gender,caste etc. Such firms attracts new talents and also helps in retaining existing
employees due to their high morale and job satisfaction.
It helps in influencing the marketplace positively and this will help in capturing more market
share.
It plays vital role in improving understanding of customers. More diverse force can understand
better the way to handle clients needs and their point of view.
Learning on Action:

In business enterprise, people with different cultures come and work together so that company
can accomplish its desired goals and objectives. According to me, all organisations should focus
on diverse workforce so that their wide range of characteristics and experiences can help
company in leading at high level of success. Basically, work force diversity involves ethnicity,
gender, age, religion, ability and sexual orientation. People with different skills and abilities can
helps business enterprise in becoming more competitive as well as innovative within market
place. Further he stated that, Work force diversity provides various benefits to company but there
are some issues and challenges which can create problem for HRM practitioners. There are
various barriers of work force diversity which has been identified by me, and these are Poor
communication, it is highly important for business enterprise to create a good communication
level within work place but due to diverse work force it can not be possible, because people with
different culture communicates in different way which creates misunderstanding between
workers. This barrier affects the quality of official relationships. If there will be poor
communication between work force then it will influence negative impact on organisational
growth and development. But business enterprise can over come this problem by encouraging
employees to work with mutual understanding and cooperation. If there will be positive attitude
among all workers then they can create good working environment within work place. In future I
can also follow these solution in my professional life which will help me in improving my
position in organisation. The next barrier of work force diversity is Problem consultants, if
company choose wrong consultant then it can influence negative impact on its selection process,
this problem can be resolve only if company choose best consultant for it. Lack of employee
involvement, is also an another workforce diversity barrier which highly de motivates worker.
Human resources are the only factors which can lead company to high level of success by
contributing their hard efforts. If company will not involve them in decision making process and
will not consider their interests then it can result in employee dissatisfaction. In present time,
government have made various legislations which helps in protecting and promoting worker's
interest within work place. Also, workforce diversity management makes various policies which
governs that employee have right to take part in business decisions. Organisation should also
provide appropriate education and knowledge to its workers about their rights so that there will
be supportive environment cab be created in workplace. According to my consideration,
language and cultural difference is biggest challenge of work force diversity because when

company invites employee's with different country, region and culture. This can create various
clashes between employees while operating business activities and practices within company.
This barrier can decrease organisational profitability as well as productivity. To overcome this
problem, company should use tat system in which languages and cultures of people does not
matter. Lack of funding, is an another barrier of workforce diversity because for selecting
workers from different countries, company have to spend a lot on selection process which can
make organisation financial poor. To overcome this problem, organization can take help of
online recruitment and selection process which will decrease the expenses of recruitment
process. Attitudes, of diverse work force also creates problem for company. People with
different attitudes influence negative impact on business activities and practices. Negative
attitudes of workers affects their reputation as well. So fro better growth and development in
professional life its is important for me to keep positive attitude within work place so that I can
cooperate with my colleagues and top managers. In my future if I face any problem regarding
work force diversity then I can take help of above mentioned solutions. Along with this, it is
huge responsibility of mine to improve my skills and abilities on regular basis so that I can
improve my productivity and contribute more in organizational success. With the help of this I
easily manage work force diversity in appropriate manner. As per situation, I also use effective
process such as providing better benefits to motivate their workforce to improve their
performance level and also achieve their target. With the help of this I can handle all the barriers
and also reduce the chances of arising problems in most effective way.
CONCLUSION
From the above information it can be summarised that diversity management has become an area of
knowledge and practice. There is a need to conduct research which DM approach must be used by enterprises to
manage the diversity in an effective way. With the help of this organisation can reach to large number of customers
can can increase the profits of enterprise. Number of challenges arise or face by the manager due to manage
workforce diversity at workplace. All these challenges can be better overcome with the help of better understanding
the other's culture.

REFERENCES
Books and journals
Fabel, O., & Pascalau, R. (2013). Recruitment of Seemingly Overeducated Personnel: Insider–
Outsider Effects on Fair Employee Selection Practices. International Journal of the Economics
of Business. 20(1). 57-82. http://dx.doi.org/10.1080/13571516.2012.715271
Kim, S. & McLean, G. N. (2012). Global Talent Management: Necessity, Challenges and the
Roles of HRD. Advances in Developing Human Resources. 14 (4): 566 – 585
Kontoghiorghes, C. (2016). Linking High Performance Organizations and Talent Management:
Satisfaction/ Motivation and Organizational Commitment. as Mediators. The International
Journal of HRM. 1466-4399
Kumari, N. (2012). A study of the Recruitment and Selection Process SMC Global. Industrial
Engineering Letters. 2.(1):34
Lipschultz, J. J. (2016). Recruiters' Selection Process Starts (and Ends) with Personal Brand.
Career Planning & Adult Development Journal. 32 ( 2): 33-40.
Ntiamoah, E.B and et. al., (2014). An Investigation into Recruitment and Selection Practices and
Organizational Performance. International Journal of Economics, Commerce and Management.
2 (11): 1-11
Swailes, S. & Blackburn, M .(2016). Employee Reactions to Talent Pool Membership. Employee
Relations. 38 (1):112-128
Zibarras, L. D., & Woods, S. A. (2010). A survey of UK Selection Practices across Different
Organization Sizes and Industry Sectors. Journal of Occupational and Organizational
Psychology. 83(2). 499- 511 511.http://dx.doi.org/10.1348/096317909X425203
Allen, M. R., Erickson, J.andCollins, C. J. (2013). Human Resource Management, Employee
Exchange Relationships, and Performance in Small Business. Society for Human Resource
Management.Vol. 52. No. 2. pp 153-174 (journal)
Noon and et. al., (2016).The Equality Effects of the ‘Hyper-formalization’ of Selection. British
Journal of Management. Vol. 24. No. 3. pp 333-346 (journal)
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