University HRM Report: Workplace Diversity Management and Outcomes

This report provides a comprehensive overview of workplace diversity within the context of Human Resource Management (HRM). It begins by defining workplace diversity and its significance, emphasizing the importance of embracing differences within an organization to achieve its objectives. The report explores the benefits of diversity, such as increased adaptability, a broader service range, and a variety of viewpoints, while also addressing the challenges, including communication issues, resistance to change, and policy implementation difficulties. It examines successful implementation strategies, highlighting the role of training and development programs and cyber-based computing. The report further delves into the role of the HRM department in handling diversity-related issues, emphasizing its function in hiring, employee management, and fostering an employee-oriented organizational culture. The conclusion underscores the importance of leveraging workplace diversity to enhance business efficiency and create a competitive advantage. The report draws on examples from companies like Wesfarmers, GE Capital, and Woolworth to illustrate key concepts and real-world applications.

RUNNING HEAD: Human resource management
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Student name-
Title name-Workplace diversity
University-

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Table of Contents
Introduction.................................................................................................................................................2
Workplace diversity.....................................................................................................................................3
Benefits of workplace diversity...................................................................................................................4
Challenges in diversity in workplace............................................................................................................5
Successful implementation of workplace diversity in value chain activities................................................6
Implementation of Workplace diversity......................................................................................................6
Role of HRM department in handling issues related to Workplace diversity..............................................7
Learning and growth for employees working in workplace diversity..........................................................7
Conclusion...................................................................................................................................................8
References...................................................................................................................................................9

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Introduction
This report reflects the key understanding on the workplace diversity which each and
every organization should have to accomplish their set objectives and goals in effective manner.
Workplace diversity could be refers to the variety of differences between people in organization.
It is not only related to how people perceive others but how they perceive themselves at
workplace. In this report, critical viewpoints of workplace diversity has been identified for the
betterment of organization working process. In the end, conclusion has been drawn to put
emphasis upon how organizations could use this work place diversity to increase their overall
productions and efficiency of business.

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Workplace diversity
Human resources management deals with the management of hiring, training and
development of employees. As per the perception of Kaiser, et al. 2013 it is the evaluated that it
is the separate department which is set up in organizations for the betterment of business
functioning and quality of value chain activities. Human resources management of the
organization has to deal with communication, adaptability, change and employees concerns in
effective manner. Throughout the time, various organizations such as Wesfarmers, GE capital,
Morrison and Tesco are using workplace diversity in its value chain activities with a view to
increase the business efficiency and create synergy in its organizations. However, Kaiser and
other authors has depicted that success of workplace diversity depends upon the team work,
proper training and development program and implementation of right strategies and plans.
Workplace diversity could be very effective for the organization and could result to creation of
core competency in the market. However, in case of poor training and development program and
less efficient coordination may result to destruction of business in workplace diversity.
As per the perception of Wilson, (2014) it is reflected that human resources department is
the key pillar for the success of organizations. However, if proper level of HRM practice is not
followed then it may result to following problems at workplace such as increase employees
turnover, loss of experienced employees, increased cost of production and destruction of brand
image of company. However, for the efficient business functioning HRM department needs to
recognize the implementation of immediate actions and spend resources on management of
diver. It is evaluated that if HRM department could handle workplace diversity in effective
manner then it will surely increase the overall productivity and profit of the organizations.

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Benefits of workplace diversity
As per the views of Beauchamp, Bowie & Arnold, (2014) it is reflected that
organization’s success and core competency in market is completely dependent upon its ability
to embrace diversity and realize the benefits. It is evaluated that when organization completely
handles workplace diversity issues in determined approach then it will surely result to multiple
benefits.
Increased adaptability
As per the perception of Rice, (2015) it is depicted that there are several big organizations
such as GE capital, Wesfarmers, Woolworth and Tesco that have adopted workplace diversity in
its value chain activities and developed various innovative and creative solutions.
Broader servicer range
As stated by Desai, Chugh, & Brief (2014) it is evaluated that various big organizations
such as GE capital, Wesfarmers, Woolworth and Tesco have developed broader services range
with the help of diverse collection of experience and skills. It has allowed companies to provide
its customized services around the globe to its customers
Variety of view points
As per the perception of Hendry, (2012) it is considered that a diverse workforce will
surely provide multiple viewpoints to management department while implementing strategies in
business organizations. It will not only provide larger level of pool of ides and experience and
help company to meet its business strategies and need.

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More effective execution of work
As per the views of Bond & Haynes, 2014 it is evaluated that if company runs its
business functioning with the help of employees from the different sets and culture then it will
surely increase the overall productivity and reduce the complexity of business.
Challenges in diversity in workplace
There are several challenges which organizations faced while implementing workplace
diversity in the value chain activities.
Communication- As per the views of Oswick, & Noon, (2014), it is divulge that workplace
diversity increases the communication problems, language barriers and connectivity issues in
value chain activities. As stated by Barak, (2016) it is reflected that when an organization adopt
diversity at workplace, employees from different culture and different mindset come under one
roof to accomplish set objectives and goals. Therefore, it not only increase the complexity at
workplace nut also result to destruction of team work. GE capital, Wesfarmers and Woolworth
has faced these issues throughout the time.
Resistance to change
As stated by Kirton & Greene, 2015 it is reflected that when employees are having
different mindset and perspective then in that case it would become hard for management
department to train them and provide them proper standard development training to adapt them
according to the changes in value chain activities. Therefore, it also becomes one of the major
concern for the resistance to change. Woolworth has faced this issue when it implemented ERP
system in its value chain activities.

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Implementation of policies and measure
As per the perception of Wambui, et al, it is depicted that it could be overriding challenge
to the management department while they indulged in setting organizational cultural and
business policies. If company wants to keep employee oriented culture then it will become
cumbersome to determine exact policies and rules as per the perspective and values of
employees.
Successful implementation of workplace diversity in value chain
activities
As per the perception of Ashikali & Groeneveld, 2015 it is reflected that diversity
training at workplace alone could not mitigate the diversity management plan issues. Employees
and other concerned persons should also indulged in accepting the new formulated policies and
measures for the betterment of organizations.
Implementation of Workplace diversity
As per the views of Parrotta, Pozzoli & Pytlikova, (2014) it is divulged that workplace
diversity in the organization is accompanied with employees from the different culture, different
mindset and multiple perspective of employees. This level of diversification can result to various
complexity and cumbersome process system of value chain activities of organizations However,
Cole, Morrison, Wesfarmers and G E capital have installed online training and development
program for its employees. As per the perception of Sleeter, et al, (2014) it is reflected that this
level of complexity at workplace could be mitigated only when companies install cyber based

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computing training and development program. It will not only increase employee’s performance
and their thinking process but also reduce the complexity in organization’s value chain activities.
Role of HRM department in handling issues related to Workplace
diversity
As stated by Dover, Major, & Kaiser, 2014 it is observed that HRM department is
accompanied with various set of activities such as hiring and management of employees in
organization, reducing complexity at workplace and developing employee’s oriented
organizational culture. Therefore, it could be inferred that if HRM department of organization
could adopt a proper level of business frameworks at functional level then it could mitigate all
the associated problems and cumbersome process at workplace diversity (Dover, Major, &
Kaiser, 2014). If company does not maintain proper level of HRM functions and separate
department then it will increase the complexity and cumbersome process of value chain activities
of organization. The HRM department helps employees to resolve their queries and problems in
determined approach by following proper decentralized working chain. In addition to this, it also
establish proper level of communication method between multiple employees and management
department. Workplace diversity is very important intent in organization. It increases the overall
business efficiency and employees working in effective manner
Learning and growth for employees working in workplace diversity
As per the perception of Redmond, et al. 2015 it is reflected that co-worker with diverse
culture background come up with unique and experience and different mindset. Pooling the
diverse knowledge and skills of culturally distinct workers together could benefits companies by
including strengthening team of employees from diversified culture. Another advantage of

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workplace diversity is related to availability of opportunity for employee’s personal growth. It is
evaluated that employees by adopting different culture, mindset and adopting new strategies and
plans could gain better level of intellectual and working experienced in effective manner
As per the views of Kirton & Greene, (2015) it is reflected that there are several
disadvantages which are faced by employees and management department while running their
business functioning in workplace diversity culture such as communication issues, integral
issues, coordination problem, non-effective team work, increased conflicts in process system and
low level of productivity. These all issues could be mitigated through a standard training and
development program for employees. This standard training and development program will help
employees to adopt different culture, mindset and adopting new strategies and plans which will
help them to gain better level of intellectual and working experienced in effective manner.
Conclusion
There are several problems and threats which are faced by multiple organizations while
implementing workplace diversity in the value chain activities of organizations. It is considered
that various multinational organizations such as Wesfarmers, Woolworth and GE capital has
used various training and development program to use workplace diversity to reduce the
complexity and create core competency in market. Now in the end, it could be inferred that if big
organization could use this workplace diversity in the value chain activities then it will help
company to pool diversified talent and result to efficient business functioning.

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References
Ashikali, T., & Groeneveld, S. (2015). Diversity management in public organizations and its
effect on employees’ affective commitment: The role of transformational leadership and
the inclusiveness of the organizational culture. Review of Public Personnel
Administration, 35(2), 146-168.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Beauchamp, T. L., Bowie, N. E., & Arnold, D. G. (Eds.). (2014). Ethical theory and business.
Bond, M. A., & Haynes, M. C. (2014). Workplace diversity: A social–ecological framework and
policy implications. Social Issues and Policy Review, 8(1), 167-201.
Desai, S. D., Chugh, D., & Brief, A. P. (2014). The implications of marriage structure for men’s
workplace attitudes, beliefs, and behaviors toward women. Administrative Science
Quarterly, 59(2), 330-365.
Dover, T. L., Major, B., & Kaiser, C. R. (2014). Diversity initiatives, status, and system-
justifying beliefs: When and how diversity efforts de-legitimize discrimination
claims. Group Processes & Intergroup Relations, 17(4), 485-493.
Hendry, C., (2012). Human resource management. Routledge.
Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., & Shapiro, J. R. (2013).
Presumed fair: ironic effects of organizational diversity structures. Journal of personality
and social psychology, 104(3), 504.

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Kirton, G., & Greene, A. M. (2015). The dynamics of managing diversity: A critical approach.
Routledge.
Oswick, C., & Noon, M. (2014). Discourses of diversity, equality and inclusion: trenchant
formulations or transient fashions?. British Journal of Management, 25(1), 23-39.
Parrotta, P., Pozzoli, D., & Pytlikova, M. (2014). Labor diversity and firm
productivity. European Economic Review, 66, 144-179.
Redmond, S. A., Wilcox, S. L., Campbell, S., Kim, A., Finney, K., Barr, K., & Hassan, A. M.
(2015). A brief introduction to the military workplace culture. Work, 50(1), 9-20.
Rice, M. F. (2015). Diversity and public administration. ME Sharpe.
Sleeter, C. E., La Vonne, I. N., & Kumashiro, K. K. (Eds.). (2014). Diversifying the teacher
workforce: Preparing and retaining highly effective teachers. Routledge.
Wambui, T. W., Wangombe, J. G., Muthura, M. W., Kamau, A. W., & Jackson, S. M. (2013).
Managing Workplace Diversity: A Kenyan Pespective. International Journal of Business
and Social Science, 4(16).
Wilson, E. (2014). Diversity, culture and the glass ceiling. Journal of cultural diversity, 21(3),
83.

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