Maitland Group: Strategies for Workforce Diversity and Management

This report examines the workforce diversity and management strategies of the Maitland Group. It begins by highlighting the importance of workforce diversity in fostering creativity and employee morale. The report analyzes the challenges faced by Maitland Group and proposes solutions such as enforcing a zero-tolerance policy, prioritizing communication, and implementing diversity training. It also emphasizes the importance of recognizing various dimensions of diversity, overcoming unconscious bias, and creating a diverse corporate culture. The conclusion summarizes the key findings and the recommendations include maintaining a positive workplace, being open-minded, treating human resources individually, and incorporating diversity into organizational performance reports. The report references relevant academic sources to support its analysis.

Personal and
Managerial
Effectiveness

Table of Content
 Introduction
 Discussion and Analysis
 Conclusion
 Recommendations
 References

Introduction
Workforce diversity plays significant role in achieving success as it fosters
creativity, develops employee morale and provides huge opportunities to
employees to upgrade their skills by working with people belonging to other
religion, background and so on. The presentation is all about Maitland Group
which is committed for building addition to supporting a diverse together with
inclusive culture.

Discussion and analysis
Workforce diversity is crucial in 21st century
organisation as it bring huge number of
benefits at workplace. However, Maitland
Group has been experiencing rapid
changes due to certain reason.

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In this context, some of actions that can be taken by managers of Maitland Group
are as follows:
 Enforcing zero tolerance policy
 Prioritising communication
 Enforcing organisational policies which supports diverse group
 Conducting Diversity training

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 Remembering various dimensions of diversity:
 Uncovering as well as overcoming unconscious bias:
 Creating diverse corporate culture:
 Securing executive buy-ins
 Embracing telecommuting
 Drafting and implementing more inclusive workplace programmes

Conclusion
From the presentation, it have been concluded that managing workforce diversity
is essential for managers of company to build competitive advantage.
Organisational managers can manage increasing diversity at workplace by
prioritising communication, conducting Diversity training, creating diverse
corporate culture, Securing executive buy-ins, embracing telecommuting and
many more.

Recommendations
The senior management of Maitland Group is recommended following about the
ways management of diverse workforce could be enhanced:
 Keeping workplace positive
 Being open minded
 Treating human resources as individual
 Involving diversity within organisational performance reports

References
 Daugherty, P. R. and Wilson, H. J., 2018. Human+ machine: Reimagining
work in the age of AI. Harvard Business Press.
 Redlein, A., Höhenberger, C. and Turnbull, P., 2020. Workplace Management.
In Modern Facility and Workplace Management (pp. 177-222). Springer,
Cham.

Thank You