Le Cordon Bleu Australia: Diversity and Inclusion Report, BSBDIV501

This report examines the objectives and strategies for promoting workplace diversity and inclusion, using Hyatt Australia as a case study. It explores the definition of workplace diversity, as understood by the general manager of Hyatt Australia, emphasizing the importance of acknowledging differ...Read More

objectives of the Study
• The objectives f this study :
1. promoting the workforce
diversity in the hotel-Hyatt
of Australia
2. Illuminate the image as
well as reputation of
Hyatt of Australia
through internal as well as
external forums

What is Workplace Diversity?
• According to the opinion of general manager,
of Hyatt Australia, the term ‘workplace
diversity’ refers to the similarities as well as
the differences among the workers of an
organization in terms of culture, ethnicity, age,
gender, religion, mental along with physical
abilities and deformities. Again the distinct
psychological as well as social characteristics
adds to the diversity within the work
environmemnt of an organization. Ross
Boobyer believes that workers should not face
discrimination due to any type of cultural,
demographic , psychological natural
differences. According to the general manager,
the inclusion of talent from diverse ethno-
cultural, demographic background can always
boost the performance of an organization.

Benefits of Workplace Diversity

How to Manage Diversity at Workplace
For the management of diversity hotel
Hyatt of Australia emphasizes on:
• Adoption of transparent and unbiased
hiring policy.
• Adoption of policies and practices which
are inclusive and progressive.
• Provide trainings to the employees to
cope with people with diverse ethno
cultural background
• Providing trainings to foster effective
communication as well as cooperation in a
multicultural work environment (Barak
2016)

Internal forum
• Inclusive recruitment policies-The recruitment
policies of hotel Hyatt of Australia should be
free from any kind of discrimination. The
recruiters should prefer talent over diversity.
• Acknowledge Differences- The differences
among the employees should be acknowledged
and unbiased policies should be formulated
(Wangombe et al 2013).
• Increased adaptability.

Internal forum
• Hyatt of Australia should value All type of diversity
with in the work environment of the hotel
• Implicit Bias Training Should be offered by the
hotel-to managers as well as lower ranked staffs.
• Provide Mentors- Hotel Hyatt of Australia should
employ mentor, in order to monitor issues related
to diversity and resolve issues diversity related
issues as soon as possible.

External forum
• Employee engagement programs
• Incentives
• Amendment of policies (Kirton and Greene
2015).

PART 2:Valuing talented and diverse
workforce
• Implementing the Diversity Policies, it can be said that:
1. This will be possible if, the managers as well as the
lower ranked staffs are educated about the fact the
value of the inclusion of diverse talent and its
contribution to foster innovation.
2. Motivation programs and incentives for diverse
workforce so that they are able to embrace diversity
and foster cooperation to produce creative ideas
(Harvey and Allard 2015).

References
• Barak, M.E.M., 2016. Managing diversity: Toward a
globally inclusive workplace. Sage Publications.
• Wangombe, J.G., Wambui, T.W., Muthura, M.W.,
Kamau, A.W. and Jackson, S.M., 2013. Managing
Workplace Diversity: A Kenyan Pespective.
• Harvey, C.P. and Allard, M., 2015. Understanding and
managing diversity: Readings, cases, and exercises.
Pearson.
• Kirton, G. and Greene, A.M., 2015. The dynamics of
managing diversity: A critical approach. Routledge.