HRM: A Critical Analysis of Ethical and Legal Dimensions of Diversity

This report critically analyzes the ethical and legal dimensions of workplace diversity in Human Resource Management (HRM). It explores how a diversified workforce enhances workplace flexibility and organizational goal achievement, emphasizing the interconnectedness of ethics, diversity, and legal frameworks for sustainability. The study investigates the relevance of ethical and legal dimensions in accommodating cultural diversity to gain a competitive advantage. Utilizing a mixed-methods approach, including surveys and interviews, the research identifies challenges such as social and racial discrimination, even at managerial levels. Findings underscore the importance of incorporating diversity management policies into core HRM functions and promoting ethical awareness through training and stronger regulations. The report concludes by advocating for collaborative awareness approaches and stricter governance to foster an inclusive and equitable workplace environment. Desklib provides this report as a study resource, along with other past papers and solved assignments.

Running Head: HUMAN RESOURCE MANAGEMENT
Topic- Critical analysis of the ethical and legal dimensions of workplace diversity in Human
Resource Management
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ABSTRACT
Diversified workforce increases workplace flexibility and also results in increased chances for
accomplishment of organizational goal. Ethics and diversity are two sides of the same coin and
legal dimension adds to increased organizational sustainability. Diversity, equality and inclusion
are incomplete without one another. In recent times a number of policies have been developed to
support inclusion and most influential among all policies are the legal and ethical policies in
regard to workplace diversity. It will provide new direction to HR practices and HR manager will
be able to accommodate diversified workforce in a more comprehensive manner. The purpose of
this study is to find the relevance of ethical and legal dimensions in accommodating a culturally
diverse workplace that ultimately helps in gaining competitive advantage and market
sustainability. It will provide direction of how effectiveness of policy implementation can be
improved and how challenges and issues can be mitigated holistically. The study will also help in
better understanding of the various areas a HR manager need to focus more that will help in
better workforce management on the part of the management in this competitive world.
Considering the process of this study the mixed method design has been used consisting both
qualitative and quantitative study. The primary data collection process is based on the both
survey and interview based data collection. In this research, online platform has been used for
survey and the semi structured interview has been used for interview method. Literature review
has been used this research as a secondary data collection method. For survey 50 ground level
employees have been surveyed in social media platform. For interview 5 managers of various
medium to large enterprises, have been interviewed. Ethical consideration of data privacy and
protection act and the willingness of the participants were the major concern of the primary data
collection process. Both descriptive and correlation statistical analysis have been used for survey
based quantitative data analysis. The thematic coding based data analysis was used for analysing
the responses of the interview.
From this research it has been found that social and racial discrimination can be even found in
the managerial level as well. Apart from that appropriate governing on the organisational
procedure irrespective of any designation related division can sustain the ethical environment in
any workplace. Moreover it has been found that diversity management policies should be
strongly incorporated within the core functionalities of Human resource management that

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includes job design and analysis, recruitment and selection, workforce planning, training and
development, performance management, compensation and benefits and other statutory and legal
aspects management in regard to employment. It has been found that ethical awareness building
through Training, enforcing stronger regulation can be helpful. Government should also take
significant part in it. From this research it has been found that Collaborative awareness approach
can be used through appropriate leadership strategy to make the employees aware of the
discrimination issue in a very integrated format. Enforcement of stronger regulation and more
strict governing policies will be very helpful. Workforce training can be also very helpful in this
case.

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TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................7
1.1 Research background.............................................................................................................7
1.2 Purpose of the study...............................................................................................................7
1.3 Research objectives...............................................................................................................8
1.4 Significance of the study.......................................................................................................9
1.5 Research structure..................................................................................................................9
CHAPTER 2: LITERATURE REVIEW.......................................................................................11
2.1 Introduction..........................................................................................................................11
2.2 Theoretical support..............................................................................................................13
2.3 Issues in workplace diversity management.........................................................................14
2.4 Evaluation and review of the Ethical dimensions from the perspective of a human resource
manager......................................................................................................................................17
2.5 Gaps in legal dimensions in diverse workforce and impact on business.............................21
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................24
3.1 Introduction..........................................................................................................................24
3.2 Research philosophy............................................................................................................24
3.3 Research approach...............................................................................................................25
3.4 Research design...................................................................................................................25
3.5 Process and Method of data collection................................................................................26

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3.5.1 Primary data collection.................................................................................................26
3.5.2 Secondary data collection.............................................................................................27
3.6 Population and Sampling.....................................................................................................27
3.7 Data analysis........................................................................................................................28
3.8 Ethical considerations..........................................................................................................29
3.9 Summary..............................................................................................................................30
CHAPTER 4: DATA FINDINGS AND INTERPRETATION 3000............................................31
4.1 Introduction..........................................................................................................................31
4.2 Critical analysis from Survey..............................................................................................31
4.4 Thematic analysis of interview............................................................................................34
4.4.1 Perception about diversity management:......................................................................36
4.4.2 Legal and ethical dimension.........................................................................................36
4.4.3 Challenges in diversity management............................................................................37
4.4.4 Recommendations.........................................................................................................38
4.5 Discussion............................................................................................................................39
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS...................................................41
5.1 Conclusion...........................................................................................................................41
5.2 Recommendation.................................................................................................................43
5.3 Research Gap and Future Scope..........................................................................................44
APPENDICES...............................................................................................................................51

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Appendix1: Survey Questionnaires...........................................................................................51
Appendix 2: Interview Transcript 1...........................................................................................52
Appendix 3: Interview Transcript 2...........................................................................................53
Appendix 4: Interview Transcript 3...........................................................................................54
Appendix 5: Interview Transcript 4...........................................................................................54
Appendix 6: Interview Transcript 5...........................................................................................55

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CHAPTER 1: INTRODUCTION
1.1 Research background
Accomplishments, be it personal or professional should not have any colour and should be
based on diversity, equality and inclusion. Actually, diversity enriches the inbuilt company
culture. In order to win global market first and foremost, workplace need to be won. In this
regard every organization is diverse but there is need to uplift it from the bottom and promote it
by help of ethical and legal dimensional support. The workforce environment has changed
drastically over the years and now people are more reluctant to changes than before. Before
1990s the workplace was something very rigid where employees are conformed to some
standardized cultural norms like working from 9 to 5, follow formal dress codes, need to follow
manager’s directions and at the end of the year a performance review is conducted to measure
level of effectiveness of their worth. But modern-day businesses are a way more comprehensible
where work-life balance is most championed and company culture and diversity inclusion have
become an integral part and parcel of work ethics. Today’s’ workplace environment is a
reflection of blended workforce of collaborative employee participation where team performance
is valued over individual performance. Brambilla (2015), rightly defined Millennial employees
are Boomerang employees. Diversified workforce increases workplace flexibility and also results
in increased chances for accomplishment of organizational goal. Ethics and diversity are two
sides of the same coin and legal dimension adds to increased organizational sustainability. It is
mandatory that every organization have their own set of rules and regulations and have well-
defined ethical policies. Now the paradigm here is that, is ethical and legal dimensions define
diversity in workplace or workplace diversity is responsible for their changed dimensions. The
dissertation paper will try to analyze both prospects and will focus on holistic overview of
various ethical and legal dimensions and work place diversity management from the perspectives
of an HRM manager. For practical understanding of the issues and how that are sorted out the
example of the multinational beverage company Coco Cola is considered for study.
1.2 Purpose of the study
But in reality, the processes to be incorporated are not so smooth and easy. Diversity
management is a very complex term. More the increased workplace diversity more is the ethical
challenges and legal problems. That is, it is not easy for organizations to meet this paradox of

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change comprehensively. Challenges in ethical dimensions can be shifts in values, attitudes, and
behaviours. Theoretical dimensions of these challenges can be based on both organizational and
employee capabilities, social opportunities, virtue ethics, instrumental freedom and work
excellence. Equality is one of the main aims of these ethical dimensions. Considering the legal
dimensions, equal employment opportunity is what it focuses the most. Discrimination
prevention is the main objective of legal laws and policies. Generally, workplace diversity is
positioned either as a business necessity or as a fundamental issue of morality, equity and
fairness. The most recent problem is that diversity has widened up in business scenarios but
ethical and legal support is not in pace with workplace diversity. That it, upgraded polices are
there but they are not justified from workplace diversity viewpoints. Increased employee
harassments, gender discrimination at workplaces, racial superiority and inferiority basics and
other forms of workplace discrimination have forced researchers to have a deeper look into the
matter and in-spite of having a robust ethical and legal policy in organizations why
discrimination in the name of diversity is increasing day by day is also to be justified. In this
regard the paper tries to find out the various ethical and legal dimensions of workplace diversity
from the HRM perspectives in an organization.
1.3 Research objectives
The aims and objectives of the study is based on its underlying purpose of finding the
relevance of ethical and legal dimensions in accommodating a culturally diverse workplace that
ultimately helps in gaining competitive advantage and market sustainability. For better
comprehension of the study ethical and legal dimensions are separated and each is considered for
discussion individually. The final results will help in better workplace policy formulation based
on the significance of the legal and ethical dimensions. The SMART aims and objectives of the
study are as follows.
 To evaluate the legal dimensions that are required for accommodating a diverse
workforce from the perspective of a human resource manager.
 To understand the ethical dimensions of accommodating a diverse workforce from the
perspective of a human resource manager.
 To review the legislative measures prior to the accommodation of a diverse workforce.
 To review the ethical dimensions prior to the accommodation of a diverse workforce.

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 To understand the problems that a human resource manager might face while
accommodating a diverse workforce.
1.2 Research questions
The research questions are framed from the research aims and objectives and includes the
following questions to be used in the paper.
 What are the legal dimensions of workplace diversity in an organization?
 What are the ethical dimensions of workplace diversity in an organization?
 What is the importance of reviewing various ethical and legal dimensions prior to
accommodation of a diversified workforce?
 What challenges a HR manager faces while accommodating a diverse workforce?
1.4 Significance of the study
Diversity, equality and inclusion are incomplete without one another. In recent times a
number of policies have been developed to support inclusion and most influential among all
policies are the legal and ethical policies in regard to workplace diversity. It will provide new
direction to HR practices and HR manager will be able to accommodate diversified workforce in
a more comprehensive manner. The study will provide an actual scenario of legal and ethical
dimensions of workplace diversity in an organization. It will provide direction of how
effectiveness of policy implementation can be improved and how challenges and issues can be
mitigated holistically. The study will also help in better understanding of the various areas a HR
manager need to focus more that will help in better workforce management on the part of the
management in this competitive world. Moreover, it will have positive and potential impact on
the future research areas on diversity management in workplaces. Impact of diversity on global
business trends could be studied in a better manner where managing people will be more
optimal.
1.5 Research structure
The research paper is classified into several chapters and in each chapter, there are several
sub-headings. Here there are broadly five chapters namely introduction, literature review,
research methodology, data analysis and findings, conclusion and recommendations. The content

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of each chapter is provided below. This section provides an introduction, the remainder of the
chapter contents are not outlined.
The second chapter of Literature review, basically provides various theories and conceptual
framework in relation to the area of study. In this context, various legal laws and ethical policies
in regard to workplace diversity management are discussed. Various aspects of diversity
management, work environment and organization culture are explicitly discussed. Also, various
HR practices in regard to workplace discrimination, gender stereotyping, inclusiveness,
performance appraisal, affirmative action, socio-cultural issues, diversity and equality are
considered effective to support the topic of discussion. Current strategic HR practices, various
aspects of career development, work place civility, multiculturalism, work life balance,
employee flexibility, talent management, job enrichment, employee retention, employee
turnover, conflict management and employee training and development are also included in the
theoretical review areas. considering the legal dimension, the equal employment opportunity and
Civil Rights Act are emphasized the most among other laws and policies. Other areas of
theoretical consideration are type of organizations, various institutional theories, resource-based
theories, consultant approach, mainstream approach and critical approach. And finally, a
summary of all points of consideration is provided to enhance level of understanding.
The third chapter encompasses the research methodology section. In this chapter, how the
research will be conducted in consideration to all relevant tools, techniques and methods of a
typical dissertation research is defined. Here the outline and direction of methodology are set for
the research by incorporating a standard structural framework of research philosophy, research
approach, research design and methods of data collection and analysis. In addition to these the
ethical considerations and limitations of the research is also included.
The fourth chapter incorporates the various aspects of research data analysis and findings.
Here the main critical analysis of the research questions and research objectives is done and the
most effective results thus evaluated are discussed in detail to reach the final conclusion. All
survey questionnaire data collected are interpreted individually and a final summary is provided
at the end.
Fifth and final chapter includes conclusion and recommendations. This comes to the end of
the section where final conclusion is drawn to validate the main aim of the research. And if there

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is any gap in research recommendations are provided. A self-reflection in this regard provides
better justification to end results. And the paper ends with last sections of reference list and
appendices.
CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
Here comes the toughest part of a research work. Everyone wonders, what actually to
include in a literature review section? If the area of consideration is vast, then the challenge of
developing an effective review section becomes tougher. There are a number of misconceptions
hovering around a literature review. Some think that it summarizes all scholarly articles used for
the research, some think that along with summarization it critically appraises the various
strengths and weaknesses of scholarly articles and some even think that it is mandatory to
provide background of the authors and also the stages of development of the article in the
literature section. Well, these misconceptions can be explained by providing the actual content
that need to be put forward in the mentioned section. According to Lu and Lin (2014) a literature
review summarizes the work of a number of authors in order to illustrate and outline the
contribution of the works in developing the topic and support its relationship with the research
area. It also evaluates the various strengths and weaknesses of various works to identify the gaps
that are to be addressed in the research work considered. In this regard, Kolk (2016) mentioned
that providing detailed information about author is usually not relevant in research, instead only
their names will serve the work. Crane and Matten (2016), precisely defined the main purpose of
a Literature review by mentioning that it sets the area of study within its wider context and
emphasis on the issue and problems encountered in the study providing the best solution to the
problem area. It is the heart of the research work and demonstrates how clear the understanding
the topic considered for research is. Developing the main body of the literature review is crucial.
Ethical and legal dimensions in a diversified workplace are vast areas of coverage and for the
ease of understanding each area of consideration is divided into two major categories namely
ethical dimensions in workplace and legal dimensions in workplace. Various aspects of
workplace diversity are discussed in detail in this section.

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Before that, a brief summary of ethical dimension, legal dimension and workplace
diversity is provided to increase level of understanding. Workplace diversity is not only about
differences but refers to similarities as well. Chel et al. (2016) provided a compact definition of
workplace diversity which states that diversity is the similarities and differences between
individuals in regard to whole aspects of one’s personality and self-identity. Workplace diversity
management is a managerial process where an environment is developed that is inclusive for all
employees irrespective of their grounds of differences. In this context, Ethical dimensions simply
are the workplace ethics or moral principles. However, there is a wide line of difference between
personal ethics and workplace ethics. Though, it is true that good individual morale helps in
boosting workplace ethics in a more robust manner. On 1994, the Institute of Business Ethics
(IBE) has defined business ethics as the application of ethical values like honesty, fairness,
equality, openness and integrity in business behavioral outcomes. It is all about how an
organization does its business. In simpler terms, ethics are the moral principles that guide the
business operations. Work ethics is a belief that hard work and diligence have higher moral
benefits and strengthens the inherent ability, value and virtue of characters and abilities of
employees. Zheng, Luo and Wang (2014), has rightly defined work ethics as a set of values
based on work importance and determination manifestation of working hard or having the desire
to work hard. Attendance and punctuality are two important aspects of good work ethics and they
can be easily accomplished and addressed as well. Goal oriented mentality is one of the
outcomes of good work ethics. Employees with proper work ethics strongly work under
principles while having robust behavioural motivation outcomes and have high quality
productivity as outputs. On the other hand, negative work ethics reflects lack of reliability,
productivity, accountability and give rise to several of unprofessional and unhealthy relationships
in the workplace like the lack of social integration and power politics. Focus on the legal
dimensions reflect one major area of consideration that is Equal Employment Opportunity. The
EEOC (Equal Employment Opportunity Commission) is responsible for legal law enforcement
in an organization. Discrimination in workplace is largely restricted by the legal laws of
workplace diversity. A number of legislations are there that promote workplace diversity such as,
Title VII Civil Rights Act (1964), Pregnancy Discrimination Act, Disabilities Act (1990), Age
Discrimination in Employment Act (1969), Equal Pay Act (1963), Civil Rights Act (1991),
Rehabilitation Act (1973) and Genetic Information Nondiscrimination Act (2008).