Diversity Management: Analysis & Implementation in Workplace Ops

This report provides a detailed analysis of diversity management within an organization, focusing on BHP Billiton as a case study. It identifies key aspects of workplace diversity, examines the scope of workforce diversity through the lens of the Age Discrimination Act 2004, Disability Discrimination Act 1992, and Sex Discrimination Act 1984, and explores strategies for integrating and implementing diversity into workplace operations. The report also offers recommendations for promoting diversity, such as hiring fresh talent, balancing young and experienced employees, and fostering a diversification-friendly environment. The overall aim is to highlight the importance of managing diversity effectively for organizational success, growth, and the creation of a more inclusive and equitable workplace. Desklib provides students access to this and similar solved assignments.

Running Head: Diversity Management Analysis 1
REPORT ON DIVERSITY
MANAGEMENT
May 25
2018

Diversity Management Analysis 2
Contents
INTRODUCTION.......................................................................................................................................3
TASK 1- Identify diversity in the workplace.............................................................................................3
TASK 2- Scope of workforce diversity......................................................................................................4
Age Discrimination Act 2004:...............................................................................................................4
Disability Discrimination Act 1992:......................................................................................................5
Sex Discrimination Act 1984:...............................................................................................................5
TASK 3- Integrate diversity into workplace operations............................................................................5
TASK 4- Implement diversity across the workplace.................................................................................6
Conclusion...................................................................................................................................................7
REFERENCES................................................................................................................................................8

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INTRODUCTION
Organisations are a mix of people working together to achieve a goal or a common objective.
Every organisation is characterised with a feature where people (employees) from various field,
religion, colour, gender and countries work together. In order to avoid the differences impacting
the work is known Workplace Diversity Management (Barak, 2017). This report on BHP Billiton
is followed up by 4 task highlighting identification, scope, incorporation and recommending and
implementation of diversity at the work place. Managing diversity is an important aspect for any
organisation for smooth and uninterrupted working of the organisation towards achieving their
goals and objectives (Chanlat, and Özbilgin 2017).
TASK 1- Identify diversity in the workplace.
The organisation preferred for this assignment is BHP Billiton. This organisation is one of the
leading Anglo-Australian multinational companies in mining and one of the largest assorted in
resource industry. In 2001, along with their headquarters in Melbourne the formulation of
company was the outcome of amalgamation of two companies of Australian BrokenHill
Proprietary Company Limited and the Anglo–Dutch Billiton plc. As the organisation is a mix of
two different companies it is then necessary to maintain the harmony between the workforces
and make best out of the talent (BHP, 2018a) The company aims at 50-50% ration in the gender
of workforce till 2025. In the current scenario the organisation plans to increases the female in
the workforce by 3 per cent every year (Hatch, 2016).

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The following table shows a clear and briefly described scenario about the organisation:
TA
SK
2-
Scope of workforce diversity.
Age Discrimination Act 2004:
Age Discrimination Act 2004 was established for the reason for not discriminating any person on
the ground of the age. The law ensures every person to be equally treated at workplace,
educational institution, or any public place. The organisation should not stop workforce from
their promotions due to age factor. Every organisation should aim at retaining the best talent
without discrimination on the bases of age (Sargeant, 2016).
Disability Discrimination Act 1992:
Disability Discrimination Act 1992 came into existence to protect the Australian disable people
being treated less suitable than the disable ones. The organisation should focus on potential of
Theorganisationaimstoestablishflexibleworkingandtakinginitiativetowardsmaintainingbiasedfreeenvironment.Itlooksfowardtothesupplychainpartnersinsupportingthediversityinitiative.Buildinganorganisationwhichisabletoinvitemorediversifiedtalent.Theorganisationsaimatmakingtheirworkforcegender-balancedi.e.,50-50%bytheyear2025.

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the employees and workforce irrespective of the disability and should formulate policies with
accordance to the need and requirement of the candidates (Gaze and Smith, 2016a).
Sex Discrimination Act 1984:
Sex Discrimination Act 1984 was formulated to provide people equal and fair treatment avoiding
discrimination on the basis of gender, pregnancy, transgender, marital status. Organisations
should adopt a positive attitude toward this law by taking an initiative to reach balance gender
workforce. This approach helps in providing fair opportunities to all on the basis of potential and
not gender. Deserved recognition is given to everyone (Gaze and Smith, 2016 b).
TASK 3- Integrate diversity into workplace operations.
As an outcome of amalgamation, BHP Billiton took few initiatives towards maintaining the
workforce diversity in order to make use of the difference in a positive way. The organisation
took step forward in establishing a biased free environment and flexible working pattern. They
also decided a target to make the organisation a gender balanced till 2025 and increasing female
employees’ 3per cent every year. The policies adopted and initiated by the company are a strong
step towards diversifying human resource and providing more opportunities to all people. Not
just in Australia but the organisation operates in other countries as well helping creating more
opportunities, this aids both the aspects including organisation expansion and economic growth
(BHP, 2018b). Although, the initiatives are formidable yet at times conflicts may arise between
the workers due to personal reasons which may hinder the smooth working style of the
organisation leading in disturbed outputs and delay in work.

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TASK 4- Implement diversity across the workplace.
Scenario: The organisation whose workforce has traditionally been males between the ages of
30-50 years needs to be promoted to create a pool for new and fresh blood in the organisation by
spreading awareness for the need for inviting for new talent for better growth of the organisation.
In the world where success of the organisation comes with a promise of innovation, diversity and
proper implementation of the needs of the customers, diversified workforce is of the best tool to
match up to the scenario. According to a subordinate following are the recommendations for
better champion diversity:
 Hiring fresh new blood: Hiring more employees of age between 20-30 years will
provide the organisation with more effective and fast implementations of the strategies as
the young blood are more active than the existing workers of the organisation between
30-50 years.
 Better performance towards customers: The customers in current scenarios are
heterogeneous in nature; with young talent employed it will provide better understanding
for the needs of the customer. Hence better strategies can be formulated.
 Balance between young and old employees in projects: The organisation should have a
balance between the young and old employees which help the organisation to retain the
experience of the older employees combined with the active and innovative talent of the
young employees.
 Hiring female workforce: Not just males but employing females’ workforce and
providing safe working environment will also help the organisation attain more good
will.

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 More attention towards the differences: Diversified workforce will have many
differences in terms of caste, colour, age, and religion hence the organisation should
practice policies which are diversification friendly to get the best out the differences.
 Reference based hiring: Hiring of fresh talent through references of existing employees
will help employing trust worthy workforce and also providing incentives to the one
referring.
Conclusion
Diversification is an important aspect which can be the factor for success and failure of the
organisation. Hence, diversification should be handled with the outmost care. From the above the
above tasks, many aspects of diversification could be analysed. Right from the beginning
identifying the diversified working and implementing proper policies and law keeping in mind
organisation’s growth and expansion with accepting and creating the most out of the differences.
If an employee feels exploited, they can reach out to the law for help as well.

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REFERENCES
Barak, M. E. M. (2017) Managing Diversity: Towards a Globally Inclusive Workplace. United
States of America: Sage Publications, Inc.
BHP. (2018 a) Our Approach. [online] Available from: https://www.bhp.com/our-approach
[Accessed 26/05/18]
BHP. (2018 b) Global Locations. [online] Available from: https://www.bhp.com/our-
businesses/global-locations [Accessed 26/05/18]
Chanlat, J. F., and Özbilgin M. (2017) Management and Diversity: Thematic Approaches. United
Kingdom: Emerald Publishing Limited.
Gaze, B., and Smith, B. (2016 a) Equality and Discrimination Law in Australia: An
Introduction.Australia: Ligare Pty Ltd,pp. 98-99.
Gaze, B., and Smith, B. (2016 b) Equality and Discrimination Law in Australia: An Introduction.
Australia: Ligare Pty Ltd, pp. 90-97.
Hatch, P. (2016)BHP Billiton sets a 50:50 gender target for 2025. [online] Available from:
https://www.smh.com.au/business/companies/bhp-billiton-sets-a-5050-gender-target-for-2025-
20161020-gs6eib.html [Accessed 26/05/18].
Sargeant, M. (2016) Age Discrimination: Ageism in Employment and Service Provision. Oxon:
Routledge.

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