Diversity Management Analysis: Workplace Discrimination and Prejudice

This report analyzes diversity management within a multinational organization, highlighting issues of workplace discrimination and prejudice. The author, a migrant employee, experienced firsthand the allocation of responsibilities based on social and ethnic differentiation, leading to demoralization and a breach of anti-discrimination laws. The report details the negative impacts of unequal treatment, including feelings of isolation and reduced motivation among non-native employees. Furthermore, the report reflects on the author's personal experience with prejudice and how it was overcome through interaction with a colleague from a different religious background. The report emphasizes the importance of addressing prejudice and ensuring equal opportunities to achieve effective diversity and inclusion in the workplace, advocating for adherence to anti-discrimination legislation and promoting fair treatment for all employees regardless of their background.

Running head: DIVERSITY MANAGEMENT
Diversity management
Name of the student
Name of the university
Author note

1DIVERSITY MANAGEMENT
Question: 1
In my previous organization, my tenure lasted for 5 years. The organization is a
multinational organization having their operation facilities in various countries. The head quarter
of them is located in New South Wales in Australia. The one of the key favorable aspects that
they maintained is the diversity in the workforce. Due to having the diversified workforce, they
were effectively operating in the international market. However, one issue in their diversity
management created negativity among the employees. It was being noticed by me that in the
team work, the responsibilities of the team members are being allocated on the basis of social
and ethnic differentiation. I noticed that the upper level management in the organization which
are mostly comprise of the native and ethnic groups are delegating and allocating main and
challenging tasks to the native employees only. On the other hand, due to having diversified
workforce, employees from various countries and social and cultural backgrounds are also be
employed there who are given preferences in the organization. Thus, it is been seen by me that
the native and ethnic employees are having the upper hand in controlling the team activities. This
caused demoralization among the migrant employees and the employees for other social
backgrounds.
Migrant employees perceived of isolation in the organization. I am also belongs to the
migrant employees and thus, I felt isolated in the team. Moreover, I was given the less important
task which will do not have any consequences for the organization. Thus, it was being perceived
by me that the upper level management trusts the employees more who belong from their ethnic
groups than the migrant employees. I was less motivated for the job and perceived myself as a
burden for the organization. However, this issue does not only demoralize the employees but also
breached the Australian law of discrimination. This is due to the fact that, according to the Anti-

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discrimination law in Australia, any individuals whether in the organization or any other
establishment cannot be discriminated on the basis of age, gender, race and disability. Thus, in
my case, the employees are being discriminated on the basis of race and ethnicity. Therefore, this
can be considered as the direct breach to the anti-discrimination legislation.
Moreover, this case is also direct breach to the equality act of Australia. According to the
Australian equality act, all the employees in the organization should be given equal
responsibilities and perks in a same hierarchical level. This legislation is also breached due to the
fact that in my organization, the migrant employees are not being given equal rights compared to
the native employees. Thus, it can be concluded that discrimination is one of the key challenges
for having effective diversity in the organization. The desired outcome from having the
diversified workforce cannot be achieved unless the employees are being equally treated. This
organization also did not able to achieve the desired outcome form their workforce due to the
fact that certain portion of the employees are demoralized.
Question: 2
It is true that all the individuals are more or less prejudiced to certain extent. I am also not
exempted from it. At one point of time, I was also prejudiced and made wrong assumptions. Few
years ago, I was also having the opinion that people belonging from the different religion of
mine is inferior to me. In addition, people from this religion are being accused for all negativity
by me. Thus, I was much against the fact of employing people from this religious group and
providing other assistance to them. However, a coincidence happened and an individual
belonging from the particular religious group became my colleague in my organization. He

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changed my entire perception about their religion and I was felt ashamed by thinking about my
wrong perception.
He made me believe that the assumptions that I have for them is totally wrong and based
on stereotyping. Thus, currently I do not have any type of prejudice against any individual
belonging from different social backgrounds. This is due to the reason that I rectified my wrong
perception which I earlier had and saw that without having any type of prejudice to anyone, the
religion which I earlier perceived as negative is becoming positive. However, it is also true that
numerous people are having same prejudice against the people from different social
backgrounds. They can also be changed and rectified if been properly shown the actual reality.
Only then they will be able to identify the wrong perceptions that they are having with them.