Strategies for Managing Diversity in the Modern Workplace

This report provides a comprehensive analysis of managing diversity in the workplace. It begins by outlining the importance of diversity policies and their role in preventing discrimination based on various factors such as age, gender, and culture. The report details specific actions to ensure the eff...Read More

RUNNING HEAD: Manage diversity in the workplace 0
Manage diversity in the workplace

Manage diversity in the workplace 1
Contents
Introduction...........................................................................................................................................2
Diversity policy.....................................................................................................................................2
Specific actions to ensure understanding and implementation of diversity policy.................................2
Feedback and ideas................................................................................................................................3
Diversity in recruiting and selecting staff..............................................................................................4
Need for training to address the issues..................................................................................................5
Management of allegations of harassment and addressing diversity issues...........................................6
Key features of the relevant current the legislation................................................................................6
Conclusion.............................................................................................................................................7
References.............................................................................................................................................8

Manage diversity in the workplace 2
Introduction
The company needs to ensure that it communicates effectively with employees, policies, and
regulations to manage diversity at the workplace. It is designed in such a way that language
and cultural barriers can be eliminated. The diversity at the workplace is managed by
emphasizing communication, encouraging employees to work in the diversified groups and
resemble employees as individuals. The diverse workplace can better support a culture of an
organization. This report reviews the diversity policy and determines the specific policy in
the context of the case. It also defines the specific actions to ensure implementation of the
diversity policy. Further, the feedback and ideas from various sources are collected to ensure
efficiency of the diversity policy. The training needs are also addressed to identify issues of
difference within the team. The report has also explained the allegations of harassment and
addressed diversity issues. Finally, the key features of current legislation are described to
address the diversity issues and complex situations.
Diversity policy
The diversity policies are part of the framework for good practices. These policies act as
preventive to discrimination against the individuals such as age, gender, class, culture, health,
HIV, marital status, physical disability, race, religion, sexual orientation and political beliefs.
The businesses find ways to incorporate diversity without causing major changes at the
workplace. The workplace diversity encourages a positive outlook among the employees
(Annan, Addai & Tulashie, 2015). It is also observed that the companies which overcome the
diversity issues achieve more productivity and profits. The diversity can be incorporated
without causing major changes in the operations of the company. it adds perspectives to the
workplace. It is also beneficial to improve operations in the local and international market.
Specific actions to ensure understanding and implementation of diversity policy
The workplace diversity and equal employment opportunity policy recognizes the value of
individual differences. This policy ensures that all policies that the workplace is free from
unlawful discrimination and harassment so that employees can enjoy equal access to the
employment and the relevant opportunities and benefits. It has some other benefits such as
increased innovation and improved understanding. The acts such as discrimination and
harassment are not only unlawful but are totally unacceptable (Gröschl & Bendl, 2015). If a

Manage diversity in the workplace 3
person faces such issues then that person has to face disciplinary procedures which can also
result in termination of employment.
The policy ensures specific actions to offer an inclusive and flexible environment for the
employees. It identifies and removes barriers to the equitable access and progression in
employment so that they have the opportunity to give their full contribution. It ensures that
employees are aware of their rights and responsibilities being a part of the organization. The
policy provides an effective mechanism to resolve complaints of harassment, unlawful
discrimination, bullying, and victimization. It creates a culture of support for the employees
who belong to the different communities. It also educates employees for the implementation
of policy and goals of equal opportunity and social justice (Knights & Omanović, 2016).
The employees are also equally responsible for the understanding and application of the
principles of equal opportunity, equity, and justice. The higher authorities are also required to
take a practical step to ensure that learning and working environment is safe and free from
discrimination and harassment. The equal opportunity has set the standard for the employees
in the organization for the way to treat with each other. The policy also focuses on providing
remedies for the people who are treated unfairly. It also makes an organization to take all the
appropriate steps to prevent and eliminate discrimination and harassment against the
employees in the work and learning environment. The equity at workplace diversity ensures
that the people have equal opportunity to participate in the activities aiming to promote the
development of the organization (Benschop, 2016).
Feedback and ideas
There are various ways to collect feedback and ideas from various sources to ensure
efficiency of a diversity policy.
Press release to the local media: The press release should be related to the development and
establishment of a diversity policy. It stresses on enhancing culture and effectiveness of the
business (Ravazzani, 2016). The various ways can be listed in the press release to implement
plans.
Survey for employees: The employees should be encouraged to provide feedback on the
diversity policy. When the employees are involved in the policy from the beginning then they

Manage diversity in the workplace 4
will more adhere to the rules, regulations and the policies. When the final diversity policy is
in the place then it is useful to hold education sessions to ensure employees understand the
policies and are able to communicate with each other with the due respect (Choi & Rainey,
2014).
Design marketing materials with diversity in mind: The ideas used in the company
advertisement should feature relationship of employees, diverse culture and the environment
that company is aiming to promote. If the company preaches diversity in the advertisement
but features white males aged 40-50. In this case, the image of the company will fall as it will
not consist with the message.
Education classes for community and employees: Holding a seminar at a workplace about the
benefits of diversity can be helpful in not only education but collecting feedback and ideas
from the employees. A class on diversity can help a company to establish itself as a leader in
the diversity planning and an appealing place to work (Guillaume, et. al. 2017).
Diversity in recruiting and selecting staff
The HR policies and practices should be reviewed and barriers should be identified to create
opportunities for the improvement. There are two types of discrimination which are found at
workplace direct discrimination and indirect discrimination. The people are treated with a
less favorable protected characteristic in the direct discrimination. For instance, a recruiter
refuses to appoint a woman at a managerial post thinking that she will not have the same
leadership quality as a man (Borden, 2017). The associative discrimination n is treating a
person less favorable and associated with someone with protected characteristics such as the
carer of a disabled person. The perceptive discrimination is found because the persona treats
them less favorable because he thinks that he has the protected characteristics however they
do not have. The indirect discrimination takes place when the employees are treated in the
same way by employers. The result of the treatment results in a particular group being
disadvantaged. The discrimination in recruitment is also faced due to sex that is
characteristics of a man or woman. A person is attracted towards own sex, the opposite or
both sexes (MA, 2016).

Manage diversity in the workplace 5
It is essential to have diversified staff in a company. Having diversified staff in a company
enables to understand the need of people from the diversified perspective. It creates an
atmosphere of positive ve relationship and wide networking. It has been also noticed that
staff from different background leads to a variety of innovative ideas, knowledge, and ways
of performing tasks. The team members take a decision on the basis of their experiences. By
making a reputation for the valuing differences, the company can attract talent that company
can appreciate and utilize the talent. The company can bring the employees who can make
community broader by making the recruitment and selection diversified (Harvey & Allard,
2015). The negative attitude and behavior such as prejudgment, stereotyping and
discrimination are not promoted during the recruitment and the selection process.
Need for training to address the issues
The diversity is an important issue of management and training is essential to manage
diversity in the workplace. There is a need for cultural diversity to address issues of culture.
The culture impacts at work and fundamentally it influences the behavior. The issues should
be addressed that arises from a culture such as religious beliefs. It helps to set critical sets that
are needed for a project to succeed. It provides a perfect opportunity to develop an
understanding of the influence of culture. It helps managers to effectively manage diverse
workforces. The training enables a person to understand basic assumptions and values of a
team member working with. It redefines the way of teaching culture to the employees. It
helps to understand that how to communicate and manage people within the organization
(Guillaume, et. al. 2014). The training addresses the issues like workplace misconducts. The
anti-harassment compliance policies are guided in the training to protect legal interest of the
company. The training is dedicated to preventing sexual harassment misconduct pivots. The
anti-harassment training is an extension of a workplace culture that prioritizes the well-being
of employees. Such training redefines the workplace culture to it’s employees. The training at
the workplace can reduce lawsuits and increase opportunities and image of the company. The
training is more about equal employment opportunities and affirmative actions. It promotes a
safe environment for the employees to communicate. The changes are also encouraged. The
legislation is also guided which has made discrimination illegal in the workplace. These
legislations specify right and responsibilities at the workplace (Martin, 2014).

Manage diversity in the workplace 6
Management of allegations of harassment and addressing diversity issues
It is seen that most employers are apprehensive when discrimination and harassment
complaints are faced. The employer needs to take the complaint seriously and need to take
steps to prevent harassment at workplace. It can reduce the likelihood of a lawsuit and
improve employee relationships. The allegations of harassment can be managed by keeping
an open mind. The employer is required to investigate complaints received by him. The
conclusion should be made only after the investigation is complete. The complainer should be
treated with respect and compassion. The employees feel vulnerable to complain about
discrimination and harassment (Gunn, Peterson & Welsh, 2015). The employer needs to see
the problem as soon as possible because it can have a negative impact on the quality of work.
The employees like to escalate issues less to the government if these are tackled seriously by
the employer. It is required to follow the policies of discrimination and harassment. The
employer should not claim any unfair treatment by bending the rules. The harassment
complaint should be kept confidential to diverge in a workplace. It may accuse the reputation
of the organization if the complaints are leaked. The outside help can also be taken such as
experienced investigator to investigate the harassment issues and for addressing diversity
issues. The diversity issues can be addressed by defining issues. These issues can include
disabilities, gender issues, sexual harassment, religion and more. However, the goal is to
overall acceptance and equal opportunities for everyone. The cultural sensitivities training
and the diversity programs can help to address the issues (Hale, Borys & Adams, 2015). The
prevention of gender discrimination and maintenance of equity in the terms of salary,
authorities, and opportunities can also be supportive to prevent gender equality issue of
diversity.
Key features of the relevant current the legislation
The practices are required to ensure that discrimination is eliminated and the prospects of
equality are met at the workplace. The legislation is required to put in place to ensure that
working environment is always promoted. There are various legislations which ensure that
company adheres to the minimum standards. It includes equality act, human rights act, sex
discrimination act, race relations act and the disability discrimination act. These legislations
protect staff from the discrimination and harassment. It guarantees that all the members of the
organization are treated equally (Byrd, 2014). The legislation supports anti-discriminatory
practices and foster equal opportunity. It also reinforces compliance with the human rights. It

Manage diversity in the workplace 7
also ensures that the potential employees are chosen. These laws protect individuals from the
unfair treatment and promote a fair work environment. It also encourages a diversified and
effective legal profession and works environment. It focuses on providing equal treatment
and opportunities to the members of the workplace (Mullen, Kelloway & Teed, 2017).
Conclusion
A diversified workplace is consideration of changing world and marketplace. With the
changing business environment, the organizations are adopting diversity policies to petition
employees, clients, and suppliers. The diversity brings potential benefits in the workplace. It
also makes business managers face potential conflicts. The diversity is more concerned with
the ethnicity. The diverse work team contributes more value to the organizations. The
individual differences can result in benefiting the organization by creating a safe
environment. Such workplace provides access and opportunities to everyone. The workplaces
made up of diverse culture are more successful.

Manage diversity in the workplace 8
References
Annan, J. S., Addai, E. K., & Tulashie, S. K. (2015). A call for action to improve
occupational health and safety in Ghana and a critical look at the existing legal
requirement and legislation. Safety and health at work, 6(2), 146-150.
Benschop, Y. (2016). The dubious power of diversity management. In Diversity in the
Workplace (pp. 35-48). Routledge.
Borden, K. A. (2017). Contemporary assessment practices Part 1: General and diversity
issues. Professional Psychology: Research and Practice, 48(2), 71.
Byrd, M. Y. (2014). Diversity issues: Exploring “critical” through multiple lenses. Advances
in Developing Human Resources, 16(4), 515-528.
Choi, S., & Rainey, H. G. (2014). Organizational fairness and diversity management in public
organizations: Does fairness matter in managing diversity?. Review of Public
Personnel Administration, 34(4), 307-331.
Gröschl, S., & Bendl, R. (Eds.). (2015). Managing religious diversity in the workplace:
Examples from around the world. Ashgate Publishing, Ltd..
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Guillaume, Y. R., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., Higson, H.
E., ... & West, M. A. (2014). Managing diversity in organizations: An integrative
model and agenda for future research. European Journal of Work and Organizational
Psychology, 23(5), 783-802.
Gunn, A. A., Peterson, B. J., & Welsh, J. L. (2015). Designing teaching cases that Integrate
course content and diversity issues. Teacher Education Quarterly, 42(1), 67.
Hale, A., Borys, D., & Adams, M. (2015). Safety regulation: the lessons of workplace safety
rule management for managing the regulatory burden. Safety science, 71, 112-122.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.

Manage diversity in the workplace 9
Knights, D., & Omanović, V. (2016). (Mis) managing diversity: exploring the dangers of
diversity management orthodoxy. Equality, Diversity and Inclusion: An International
Journal, 35(1), 5-16.
MA, Q. M. (2016). Systematic review of qualitative literature on occupational health and
safety legislation and regulatory enforcement planning and
implementation. Scandinavian journal of work, environment & health, 42(1), 3.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity
Management (Online), 9(2), 89.
Mullen, J., Kelloway, E. K., & Teed, M. (2017). Employer safety obligations,
transformational leadership and their interactive effects on employee safety
performance. Safety science, 91, 405-412.
Ravazzani, S. (2016). Understanding approaches to managing diversity in the workplace: an
empirical investigation in Italy. Equality, Diversity and Inclusion: An International
Journal, 35(2), 154-168.