Critical Evaluation of HR Policies in a Diverse Workforce

This report provides a critical evaluation of HR policies in managing a diverse workforce, focusing on the practical considerations and ethical challenges that arise. It explores the importance of HR strategies in addressing grievances and promoting ethical conduct within organizations. The report disc...Read More

Running head: HR POLICIES
HR POLICIES
Name of the University:
Name of the Student:
Author Note:

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Critical evaluation of a Colleague’s Analysis of HR Policies, in managing a diverse
workforce.
To manage a diversified situation, it is important to employ an excellent HR strategy
that will rightly address all the grievances and all the dispositions that are faced by the
organizational members. The most important aspect that the HR policy must include, is to
include an ethical code of conducts and code of behaviour within the organizational body and
organizational practices. According to, Downey and Van de Verff, (2015), to manage a
diversified work forced, the work place environment has a major role. The academicians have
observed that the positive work atmosphere influence the cohesiveness among the workforce,
thus helping in managing the diversity (Barak. 2016).
Also, the student one, has rightly claimed that the practice of Stereotyping is harmful
for the management of diversified workforce. It is often observed that the organizational
bodies practice stereotyped behaviour and ideologies, especially from a very gendered and a
racial perspective. The stereotypical ideologies, practiced within the organizational body,
affects the employee performance and disrupts the work environment (Carroll, and
Buchholtz. 2014). The country has included the Equality Act, in the organizational
perspective, which has enable the organization to address everyone irrespective of colour,
age, gender, race, sexual orientation, marital status, equally. Researcher have found that the
implementation and the inclusion of this act is eminent, considering the present scenario of
the organization, in the face of globalization.
References:
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.

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Carroll, A.B. and Buchholtz, A.K., 2014. Business and society: Ethics, sustainability, and
stakeholder management. Nelson Education.
Differing Ethical Standards as a Potential Source of Conflict in a Diverse Work
Environment.
The diversity management aspect is characterized with, both positive and negative
impacts on the workplace cohesiveness, and is also characterised as a potential source of
conflicts within the organizational setup. Therefore, the ethical consideration related to
diversity management, has been seen to have caused conflicting situation within the
organization (Taylor, Doherty, and McGraw. 2015). The diversity management is often seen
to have been posed with difficult situations because of the utilitarian approach and the
deontological approach which are included. One of the major claim of the ethical standards,
is to maintain the shared interests, however, it is often seen that within a diversified
workforce, this is opposed by workplace interests, which leads to workplace conflicts. While
maintaining the workplace diversity, there are also issues related to the individual
independence. In a diversified workplace situation, in order to maintain the individual
independence within the organizational setup it is often seen that there are personal conflicts
regarding the practice of individual independence (Cascio, 2015). Also, as the second student
has mentioned, the balancing a diverse workforce, within the organizational setup, also leads
to conflicting situations of lessened employee involvement, increased biasness and the like.
Lastly, a diverse workforce refers to the practice of different languages within the
workplace, which often leads an ambiguous situation within the organizational body, leading
to conflicting situations.
References:
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.

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Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Recommending Interventions that Address Ethical Issues Arising from Conflict in Diverse
Organisations.
An organization, characterised with a diversified workforce, is likely to approach
conflicting situations, as have already been discussed. However, the organizations therefore,
must ensure that these conflicting areas are justly addressed and accounted, and the HR
practitioners are the ones, to take the responsibility to address these conflicting areas. Firstly,
the HR department of organizations, must ensure that the Equity act is properly maintained
within the organization, and that there is a practice of fairness and just within the
organizational perspective (Noe et al. 2017). There should be no discrimination against
gender or race, and there must not be practiced any stereotypical idea within the
organizational body.
The HR policies, practiced within the organization, must also ensure, that there is a
practice of non- biasness within the organizational conducts and organizational setup. The
HR department of any organization is essentially responsible to ensure, there is no biasness
practiced within the organization, and this must be included in the decision making process,
and in the recruitment process (Purce. 2014). The performance appraisal process practiced
within the organizational setup, must also not be influenced by certain ideas of non- biasness,
and non- stereotyping.
References:
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

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Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.