Workplace Diversity and HRM Report: P&S Transportation Analysis

This report examines the Human Resource Management (HRM) policies of P&S Transportation Company, focusing on their workplace diversity initiatives. The company, a logistics service provider, aims to break gender stereotypes in the transportation industry by recruiting more women. The report det...Read More

Running Head: HUMAN RESOURCE MANAGEMENT
P&S TRANSPORTATION COMPANY
Human resource management
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Introduction
P&S Transportation Company is considered as one of the best transportation company in the
logistic services. This company is known for its best service in terms of service offering as well
as their customer-centric policies. This company was founded in 2004 and its main headquarter
is located in Birmingham (Pitchbook, 2019). It is having LLC as subsidiary part which runs
under their business operations. At present, this company is focused on recruiting more women
in their business operations. It is actually a move to remove the stereotype that women cannot
work in transport companies.
History of the women at work
From years, it has been seen that women are always discriminated on the base of their gender
and are not offered equal opportunity as compared to men. In fact women were connected with
only house holding work and were not give opportunity to connect themselves with trade and
related activities up to 1917`s. These sections were not getting opportunities related to work
freely in the workplace and were restricted to gain any power (Taylor, 2017). After 1917, first
time when women were allowed to take part in world. First time a women was elected in US
congress after 1917. This reform helped in bringing necessary change in the women work future.
It helped in improving long-term poverty, insufficient education, removing cultural barrier,
helped in decreasing rate of unemployment related to Native American population.
Workplace diversity policy of P&S Transportation
From almost decades women were not considered as part of the commercial trade and this
stereotype is still continuing in transport industry. It seems women are discriminated in the
workplace on the base of their gender in the organization.Therefore, in order to break this
stereotype; P&S Transportation came with new HR policy related to workplace empowerment
(Coker, 2018). Under this policy management of P&S Transportation are focusing on offering
equal opportunity to Women to become important part of this organization. Work place diversity
policy is always considered a strategy to create a positive work environment by eliminating the
chances of discrimination in the workplace on the base of race, physical ability, religion or
background. Women empowerment policy is very focused on removing barriers related to the
benefits it may be health, monetary and so on by offering equal opportunity to the women
working in their workplace. In most of the cases, it has been found that women their self believe
that transport business is man business and it is difficult for them to run such business (Hideg &
Ferris, 2016). New HR policy of P&S Transportation is completely focused on increasing the
confidence of the women that they are self-made driver because they have better capable of
handling family as compared to men. A new recruitment procedure will be introduced in which
women will be offered more opportunities in the company as compared to men. In addition to
this, management is focusing on bringing some changes in the work design in order to offer a
supportive work environment for women in the organization.

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(Source: U.S. Department of Labor Women's Bureau, 2008)
(Source: Arjun Srinivas and Samarth Bansal, 2018)
Expected outcome
This HR policy will be offered both positive as well as a negative impact on the business
operation. This new HR policy will have a more positive impact on the organization image as
compared to a negative impact. This policy will help the organization in connecting women

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empowerment with the business operation of the organization (Wu & Cheng, 2016). In addition
to this, this policy will help in offering more job opportunities to the women in transport industry
and help in breaking this stereotype that women are not suitable for transport business. In
addition to this, this HR policy will be helpful in creating a positive work environment for
women in the organization by gaining support from all stakeholder of the organization, it maybe
shareholders, vendors, employees, suppliers and so on. It will also motivate these key vendors to
introduce same kind of policies in their respected business. This will help in sending a positive
message that women are not less than men in any term and there is no place for gender biasness
(Fuentes, 2018). This policy will help in developing competent work environment in the
organization because now different gender individuals will offer their best to improve the present
situation of the organization.
One of the negative points of this HR policy will be that this will create a negative feeling in the
minds of men employees that management of this organization is favoring one gender in the
name of women empowerment. In addition to this, this policy can send this message to the
current men employees that their jobs are at risk on the base of their genders. Women are favored
more in industry such as IT industry; Service industry and now this transport industry will also
come under the influence of same-gender base pattern.
Impact of policy on the base of levels
This policy will not only impact the business operation of P&S transportation but it will also
impact all the levels of this organization which includes company level, employee level,
community level, and stakeholder level.
Company Level
This policy will help in creating a positive work environment in the organization by offering an
opportunity to the women section. In addition to this, it will help in removing the gender-based
inequality in the organization and will help in developing a positive image of the organization in
the eyes of the community in which they are operating their business (Adamson et al., 2016).
Having a positive image in the community will help in attracting more customers towards this
organization and will help the organization to create a strong customer base.
Employee Level
This policy will help in changing the present thinking of the employees that Transportation
industries are not for women. In fact, they will offer full support to the organization in order to
create a healthy and balanced work environment in the organization (Subasic et al., 2018). But in
addition, it will also create a fear environment in the organization that men are going to lose jobs
on the base of gender.

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Community level
P& S transportation will be able to create a positive image in the minds of the community by
sending this message that organization believes in women empowerment. In addition to this, it
will help in eliminating this stereotype from the community that Transportation jobs are not for
women (Rahman & Salleh, 2018). In fact, it will offer confidence in women that they are
suitable for this job and are competitive enough for this job.
Stakeholders Level
Stakeholders are considered a very important part of the organization and therefore, this policy
will help in creating a unique image of the P& S transportation in the business market which will
offer positive growth for the organization in terms of sale service. This will directly increase the
profit margin of the entire stakeholder which is connected with the business operation of P& S
transportation.
Conclusion
New HR policy will help the P& S transportation company in enhancing their image in the
business market which is full of competition. In addition, it will offer more opportunity to
women for a transportation job by providing them necessary motivation. This policy will also
help P& S Transportation Company to support community by promoting equality related to
genders in this competitive business environment.

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References
Adamson, M., Kelan, E. K., Lewis, P., Rumens, N., & Sliwa, M. (2016). The quality of equality:
thinking differently about gender inclusion in organizations. Human Resource Management
International Digest, 24(7), 8-11.
Taylor, A. (2017) Women at work in 1917 [online]. Retrieved from:
https://www.theatlantic.com/photo/2017/03/women-at-work-in-1917/518964/
Coker, A. (2018). Getting more women behind the wheel, part two: Recruiting strategies and
barriers to entry [online]. Retrieved from: https://www.truckloadindexes.com/data-
commentary/getting-more-women-behind-the-wheel-part-two-recruiting-strategies-and-barriers-
to-entry
Fuentes, K. (2018). Equality on Trial: Gender and Rights in the Modern American Workplace by
Katherine Turk. Labour/Le Travail, 81, 289-291.
Hideg, I., & Ferris, D. L. (2016). The compassionate sexist? How benevolent sexism promotes
and undermines gender equality in the workplace. Journal of Personality and Social
Psychology, 111(5), 706.
Pitchbook. (2019).P&S Transportation profile [online]. Retrieved from:
https://pitchbook.com/profiles/company/56523-70
Rahman, N. A., & Salleh, N. H. M. (2018). Improvement Strategies for Women Representation
in Malaysian Maritime Transportation Industry to Support 3D Jobs; Dirty, Dangerous and
Demeaning. Advances in Transportation and Logistics Research, 1(1), 796-814.
Subasic, E., Hardacre, S., Elton, B., Branscombe, N. R., Ryan, M. K., & Reynolds, K. J. (2018).
“We for She”: Mobilising men and women to act in solidarity for gender equality. Group
Processes & Intergroup Relations, 21(5), 707-724.
Wu, R., & Cheng, X. (2016). Gender equality in the workplace: the effect of gender equality on
productivity growth among the Chilean manufacturers. The Journal of Developing Areas, 50(1),
257-274.