Report on Diversity, Inclusion, and Workplace Management Strategies

This report explores the concept of workplace diversity, emphasizing the importance of recognizing and appreciating individual differences to foster an inclusive environment. It highlights the significance of diversity management in creating a positive work atmosphere where all employees feel valued and can reach their potential. The report discusses how workforce diversity relates to equal employment opportunities, covering aspects like race, gender, religion, and other personal characteristics. It suggests strategies, such as providing training opportunities for diverse backgrounds, to promote merit-based appointments and maximize organizational success. The report also references relevant literature, providing insights into the strategic value of diversity and inclusion in the workplace. Overall, the report stresses the need for organizations to adopt fair and inclusive practices to achieve their strategic objectives and goals.

Diversity can be considered as a commitment towards appreciating and recognising the variety
of characteristics where every individual feel unique in the working environment thereby
promoting and celebrating the collective and individual achievement. The diversity in the
workplace considers everyone to be a unique person. Although the people are seen to have
everything in common but it must be considered that everyone is different in their own way. All
the personal characteristics on the basis of race, gender, disability, sex, reassignment, pregnancy,
civil partnership, religion and beliefs, age, sexual orientation etc are seen to be covered by the
discrimination law so as to provide protection to the people against being treated unfairly.
Therefore it is clear that the diversity at the workplace must have high tolerance of various
unique aspects of the working individuals within the working environment.
The organization must recognize a ‘one-size-fits-all’ model and approach for managing the
people who are seen to have issues with achieving fairness and equality for opportunity for each
and every individual. The organization has different personal values, needs and beliefs. The
people management practices must be able to fulfil the demand of the people propositions that
are seen to be consistently fair and are seen to have flexible and inclusive manger which are seen
to support the business needs.
Diversity management is basically a process which is intended for maintaining and creating a
positive working environment where all the difference and similarities of the employees are
highly valued. This type of working environment is helpful reaching their potential and for
maximizing the contribution towards the strategic objectives and goals of the organization.
The workforce diversity can easily be related to the equal employment opportunity where the
individuals belonging from colour, race, sex, religion and national origin will be kept on the
same scale without any discrimination. Furthermore, the workforce can also be subjected to
education, teaching, sexual orientation and differences, tenure, abilities, difference in values,
personality etc. Therefore, the working environment must aim towards maximizing the potential
of the employees and the organization in turn feels that it is recruiting the best employees which
results in greater revenue, profits and job security (DiTomaso, N., Post, C., & Parks-Yancy, R.,
2007).
Budgens could do the same by providing training opportunities for black people to reach senior
positions within the supermarket business. This would encourage more people from a diverse

range of backgrounds to apply, while making sure merit (talent) is still the criteria for
appointment into jobs (Cox Jr, T., 2001).
References
Cox Jr, T. (2001). Creating the multicultural organization: A strategy for capturing the power of
diversity. Jossey-Bass.
DiTomaso, N., Post, C., & Parks-Yancy, R. (2007). Workforce diversity and inequality: Power,
status, and numbers. Annu. Rev. Sociol., 33, 473-501.