An Evaluation of Managing Equality and Diversity in the Workplace

This essay delves into the crucial aspects of managing equality and diversity within the workplace, emphasizing the significance of human resources and performance management systems. It explores the impact of globalization on workforce demographics, highlighting the advantages of diversity in fostering innovation, problem-solving, and employee motivation. The essay examines gender diversity issues and the need for inclusive practices, advocating for flexible work policies and equal opportunities. It also discusses the role of leadership in creating a positive work environment, emphasizing the importance of communication, employee engagement, and the implementation of effective diversity management strategies. The essay further addresses the challenges of diversity management, including gender discrimination and performance appraisal biases, while underscoring the need for continuous communication, job security, and employee recognition to enhance overall organizational efficiency and achieve desired objectives. The essay also cites multiple sources to support its claims.

Running head: MANAGING ORGANIZATION
MANAGING ORGANIZATION
Name of the University:
Name of the Students:
Authors Note:

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Human resource is one of the major elements that exist within an organization. In the
existing business condition, the employees competitiveness, knowledge updates, capability and
their skilled plays an important role to yield successful results for their organization. The firms
have already started to strategize their Performance Management System (PMS) (Jiang and
Huang 2016). It is the duty of the organization to assess their employees and determining their
efficiency by achieving all the desired objectives. The main duties for the employees include
effectively planning innovative business actions. It is important to monitor and evaluate the
progress of the employees and also retain them within the organization.
Diversity is such a dimension that is used to distinguish individuals and groups from each
another. The factors include gender, age, ethnicity, disability, national origin, disability, religion
and sexual orientation. Inclusion is the process of embracing strengths and various differences,
which helps in encouraging involvement. Moreover, equal access to information and
opportunities are provided to enhance the growth of the individuals. Managing diversity within
the organization is all about focusing on the demands of each and every individuals. This creates
such an environment that facilitates the individuals to perform efficiently with full potential. The
aim of the essay is to evaluate the issues and organizing capabilities that would help in managing
equality and diversity within the workplace. Globalization has actually made forced changes in
the workforce related to the its demographics characteristics.
In the recent era of globalization, multinational companies are increasing at a rapid rate
since the last few decades. As the organizations are working hard enough to build a collaborative
and cohesive work environment, which would help the firm to achieve maximum growth besides
the trust of the consumers. For being successful, the companies are now capitalizing major

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amount on diversity management. The workforces generally arise from various backgrounds,
aptitudes and skills. Diversity also creates competitive advantage by raising acceptance,
innovation and problem-solving capacity of the individuals. The concept of diversity generally
includes respect and acceptance.
The subordinate level with an organization is not only depended on their abilities and
qualifications. To obtain the best outcome from their work performances, it is important to fill
the gap between willingness and ability. This also helps in improving the performances level of
the sub-ordinates that would result in reducing the operational costs, increasing the productivity
and furthermore, improving the total efficiency of the organization. It also helps in the
achievements of the organizational goals as motivation is one of the vital factors that create
employee satisfaction. In order to create a friendly environment it is important to frame an
incentive plan that should benefit their employees by initiating monetary and non-monetary
incentives. This also includes promotion opportunities for their employees and incentives for all
such inefficient employees.
Effective cooperation helps in bringing the stability within an organization. This leads to
increase the profit maximization and increased productivity of the organization. The key
functions of a manager is to ‘get things done’ with their employees. Organization exists in the
recent times to achieve the desired objectives. Employee’s works together to attain their
individual’s targets as well as organizational goals. If the individual provides their most effective
performances within an organizational, then the goal should be met sooner. Moreover, proper
understanding of the human nature is highly effective for management and leadership.

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Diversity is a set of cognizant practices, which involves appreciating and understanding
interdependence of cultures, practicing respect for experiences and qualities that are actually
different from their own. Diversity not only includes how people acknowledge themselves but
also how they perceives others people in the group. This perceptions further leads to affect their
interactions. By effective management a positive and comfortable work environment the
differences and similarities of all the existing individuals are valued. Gender diversity is still a
great struggle in the current times. In various large corporations, diversity on the basis of gender
is still a major issue. Diversity is highly significant for the business as diverse group tends to
attain maximum success as compared to the homogenous groups.
Organizations generally need to expand their activities by posting jobs in various forums.
They need to recognize all the organizational biases for positive outcome. Women are highly
underestimated in various global companies especially among the companies and leadership
teams. According to the research, firms having women in the senior level of management or
leadership roles generally perform better. Diverse employees actually bring diverse perspectives
to their organization. This helps in improving both resiliency and problem solving. Furthermore,
this helps in making the firm more adaptable to change and highly innovative. Generating true
gender equality requires active participation by both the men and women of the organization.
When a male employee truly gets involves in the gender diversity management then the
organizations actually make major progress by achieving gender equality.
Supporting flexible work policies is one of the crucial way through which an organization
creates a gender-balanced workplace. Offering flexible workplace through remote work, part-
time employment, job sharing, parental leave and additional unpaid vacation is one of the vital
ways to develop a gender balanced workforce. Providing flexible work environment usually have

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a huge impact on the ability of the couples to have an balanced both personal and professional
life. It is important that the male leaders should explicitly support everyone in their team by
choosing efficiently to perform effectively. It is important for the organization to establish clear
boundaries and communicate the schedules of their teams to the clients. The male employee
should be mindful for the work environment they create and should send the message and also
should take proper and adequate step to model the right form of behavior within the organization.
All the male employees within the organization should firmly avoid making assumptions
of all kinds about their female employees that includes needs, goals and ambition levels. Manger
should provide equal opportunities to all their employees. The communication between the
employees should be made fairly. The talented employees of the organization, specifically
women have strong ideas alike their male employees but are unable to showcase their talents.
The male employees while in a meeting should always make sure that each and every individual
should ensure adequate opportunities to present their viewpoint.
New challenges such as migration, changing environments and the increasing meaning
for communication technologies and new information actually force s the organizations to
develop innovative models to cope with all such dynamics. The diversity theories emphasize the
significance of cultural differences due to additional problem solving capacities. The latest
management concept involves multi-cultural learning, diversity and gender management. As per
(Catalyst.org. 2013), diverse team are very effective and creative in nature but will gradually fail
if the diversity within the management is not properly controlled. On the other hand, As per ()
from the view point of business, diversity is acknowledged as the major source of conflict within
the management due to ineffective communication between the employees and also due to the
increasing cost that is generally caused due to harassment and discrimination of behavior. As

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avoiding diversity is impossible in the recent era, therefore, organization should cope with
diversity in a highly positive manner.
The diversity approach of the management mostly focuses on the set of personal identity
making attributes in which gender is one of them. Gender discrimination is not only prominent in
the organizational practices but also in the value system. The gender discourse within the
organization can be divided into three phases. Firstly, the liberal feminist approach, this
generally lays major emphasis on the equality of women. Each and every person has this right
towards self-development and self-determination. Female employees can do all the work as the
male employees without any problem. Secondly, the difference oriented approach lays more
emphasis on changing the value system to obtain higher assessment of the values of the female to
create a better world. While the last approach acknowledges the homogeneity for gender groups
like people and also proposes a great view on the gender, which is dynamically and situation ally
re-produced.
Diverse organization actually involves individuals that belong to various cultures with
different expectations and characteristics. Employees from various needs and they really feel the
urge to properly get acquainted and respected within the organization. It is the responsibility of
the management to properly understand the requirement of the diverse people so that they can
avoid employee conflicts and tensions. It is important to maintain harmony in the workplace so
that productivity of the employers can easily be achieved. The mangers all around the glob area
actually focusing on the workplace equality s that they can easily avoid ‘us’ versus ‘them’ of
comments. The term’ diversity policy’ has become an important label in the organization all
around the world. Effective management of diversity within the workplace actually requires a
culture that nurtures teamwork, cohesiveness and participation. The problem related to diversity

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management and the requirement for the law to address the issues is vital as an organization. The
problem related to diversity management and the requirement related to the organization.
As per Herdman and McMillan-Capehart (2010) multicultural organizations mostly
follows a planned and focused approach to control diversity within the management. The
equality in the workplace also helps in increasing the organization’s competitiveness. Diversity
is actually regarded as public relation tools, which is a core element required to create
competitive advantage in the workplace. The workplace diversity within the workplace actually
varies around according to social status, marital status and gender, age and religion but it actually
varies from country to country.
As per Gürbüz, Şahin and Köksal (2014) there are actually no comprehensive model
within the organization to mange diversity and quality within the workplace. This issue of gender
equality management can be easily sorted through performance appraisal techniques.
Performance appraisals will lead to increase the disparities between the diverse radical groups
that could be because of the factors that is related to performance evaluation and expectations ,
which is related to face high turnover rates and the employees thinks that that the performance
ratings can be easily manipulated to punish the subordinates. The systematic distinction between
the workplace is actually caused through racial biasness that normally occurs within an
employees. While various organization use performance appraisal to measure the performances
of the employees.
Effective interpersonal nature is also important for the growth of the organization.
Mangers need to create such an environment, where staff cooperation is required to be rewarded
and this will help further in encouraging employees interpersonal effectiveness.Ongoing

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communication with the organizationalmanagerial is related to the operational matters (Gürbüz,
Şahin and Köksal 2014). This is a vital concept related to meet the social needs of the
employees. Employees when kept in dark about their operational matters and future plans for the
organization. They often feel like they are an outsider for the organization thus affecting their
productivity level. Job security, pay and benefits are highly significant to motivate the
employees. As the basic and other social needs are achieved, the individual requires fulfilling
their esteem and self-actualization needs. The esteem needs are related to the employee’s image
of themselves and their desire to achieve respect and recognitions from others.
Job enrichment and cross training needs are few of the popular methods to make the word
more rewarding. Allowing the employees to effectively participate for making effective
decisions related to the organization operational matters can proved to be very powerful. This
helps in meeting the esteem needs of the employee. Symbols of accomplishment through a
meaningful job titles, awards and job perks are important for an employee’s esteem. The most
important considerations related to the managers are that they should provide effective rewards
for their employees (Lawter, Kopelman and Prottas 2015). Rewards should be balanced to
provide maximum effect to their organization. With the theory of self-actualization the workers
would be highly interested in achieving their individual and growth development. Therefore, it
would be important for the firm to focus in promoting such an environment that would make the
employees to meet their own self-actualization needs.
The diversity management should actually start by measuring all the diversity and
management practices in the organization. The diversities capabilities can be undermined due to
lack of attention to gain well- documented policies through proper record keeping, the
organization should measure the profile for defined work group due to prevalent organizational

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culture and the perceptions related to various employees group through identifying cultural
barriers that act as an agent in hindering the equalities at workplace. Managing diversity and
equality in the workplace actually ranges across various firms and industries. It is highly critical
to mange equality and diversity within the workplace as it affects all the members of the
organization and improving the productivity, competitiveness and level of opportunity.

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