Comprehensive Report on Leading a Diverse Workforce Strategies

This report comprehensively addresses the multifaceted aspects of leading a diverse workforce. It begins with an introduction highlighting the importance of workforce diversity and the role of leadership in managing it effectively. Task 1 explores commonwealth and state legislation and regulations related to equal opportunity and affirmative action, analyzing scenarios of discrimination and outlining relevant business policies and procedures. It also discusses the impact of diversity on team dynamics, strategies for managing a diverse workforce, and the positive and negative impacts of various factors such as race, gender, and flexible work arrangements. The report further examines barriers to inclusive engagement and communication styles that encourage inclusion, along with tools for team activities and self-assessment of interpersonal skills. Task 2 focuses on team selection, structuring, and resourcing, while Task 3 delves into identifying dimensions of workforce diversity, benefits of a diverse workforce, and the role of legislation and enterprise policy. It also covers work plans, the contribution of a diverse workforce to these plans, and the objectives of related policies and procedures. The report provides a well-rounded view of the subject matter, including practical applications and theoretical underpinnings.

LEAD A DIVERSE WORKFORCE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................4
TASK 3............................................................................................................................................5
1 Identify the dimensions of workforce diversity.......................................................................5
2 Factor diversity into team plans...............................................................................................6
3 Engage with diverse workforce................................................................................................7
4 Support and encourage diverse workforce members...............................................................8
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Diverse workforce is the most required factor in present scenario. There are several
organizations who are working on work diversity. For the same, the organization requires have
leaders who can manage the diverse workforce. The present report is going to depict the purpose
of commonwealth and state legislation regulations. In addition to this, the document also consist
of certain scenario which are being discussed Magurran, 2013).
TASK 1
Q.1
The main purpose of commonwealth and state legislation and regulation is to safeguard
people form various discriminations. In addition to this, the motive is to maintain equality among
the employees at workplace.
Q.2
1 In this scenario, Voula is being directly discriminated by the interviewer because she is strong
enough to manage her architecture course and her husband. Here, equal opportunity act will
safeguard her from direct discrimination.
2 In this scenario, Mei is directly discriminated on the basis of gender. The interviewer said
being a mother she wont be able to handle the position of personal assistant. Here also equal
opportunity act will remain useful to safeguard her position.
3 As per the case study, Susan is indirectly discriminated by her employer because being a
mother she has to be with her child. Here, affirmative action act will be helpful for her which
will save her form indirect discrimination (Mertens, 2014).
4 This is also a case of direct discrimination because Clare is ready to compensate her time by
working extra hours which is not acceptable by the supervisor. Here, equal opportunity act 1984
will remain useful for Clare.
5 This is also a case of direct discrimination because first the manager did not respond well. In
addition to this, she has been discriminated on the basis of affirmative action. Because she was
unable to come due to child.
Q.3
There are different business policy and procedures relevant to diversity in the workplace
that are given below.
 Recruitment and selection procedure
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 Equal opportunity policy
 Dignity at work
 Heath and safety policy
 Code of conduct
 Annual leaves including public holidays
 Statutory rules on retirement
 Pay and pension related information to the employees.
Q.4
in workplace, the groups can be formed on the basis of gender, race, culture, age etc.
Whereas, in case of gender people of same gender prefer to be in a group at workplace which can
affect the work. In addition to this, groups can also be formed on the basis of people with same
culture. This can result into affecting the work at the organization (Heyer, Donnelly, Foster and
Mcdiarmid, 2014).
Q.5
There are different strategies, tools and techniques that can be adopted by the
organization for diverse workforce which are stated below.
Workforce planning
Change management
Recruitment
Competencies
Learning and development
Leadership
employment engagement
Employment attractiveness
satisfaction with service
Q.6
There are different positive and negative impacts of race, gender, form of work
engagement and flexible work arrangement on workforce engagement. The positive impact is
that considering all these factors will assist employees to gain trust factor towards the
organization. In context to this, flexible work arrangement will help the employees to make a
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balance between the personal and professional life. On another hand, the negative impact will be
on the organization because it can create leniency factor among the employees towards work.
Q.7
If a business organization has diverse workforce then it can benefit the business in an
effective manner. This will raise the productivity of the company and help in gaining the
competitive advantage. In addition to this, diverse workforce will help the firm to bring creativity
in the organization's operations. This will also benefit the organization to make its positive brand
image in the market. For an instance, job seekers always wish to work with a firm who has divers
workforce. This will help the company to recruit skilled and talented employees at their
workplace (Heyer, Donnelly, Foster and Mcdiarmid, 2014).
Q.8
There are different barriers to inclusive engagement like the culture of the workplace
which is not in favour of diversity. In addition to this, low managerial confidence can also affect
the diversity factor in the organization. The recruitment policies and procedures of the company
can also become a barrier for the inclusive engagement. Diversity is a concept which is based on
change However, if the employees are provided flexibility in working arrangement then it can
affect their performances.
Q.9
Communication is the process of exchanging ideas and views between two individuals. It
is important to send and receive the information in an effective manner so that the motive can be
attained. The organization may adopt different communication style such as assertive,
aggressive, passive-aggressive, submissive and manipulative. In order to encourage inclusion the
organization needs to adapt assertive communication style. Here, the managers can express their
views and ideas to the employees. With the help of this, the motivation level of the employees
will get enhanced. This will help the leader and employee both to communicate in an effective
manner with each other. Effective exchange of information will help the firm to attain its motive
(Heyer, Donnelly, Foster and Mcdiarmid, 2014).
Q.10
In team activities continuous feedbacks and review process can be done with the help of
different tools and techniques. The team leader can conduct a meeting with the members so that
feedbacks can be taken. In addition to this, the review process can be attained with the help of
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daily supervision and monitoring the performance of the employees. This will assist the
management to trace the records of the employees on daily basis. For the same, the organization
will be needed to make an appropriate plan so that improvements can be done. This will assist
the organization to to attain its goals and objectives in effective manner.
Q.11
In order to analyse the strengths and weakness of an individual's interpersonal skills and
attitude, SWOT analysis can be useful for the same. This will help to analyse the strength and
weakness of an individual. This leads to offer a chance to improve the current position of an
individual. As per my strengths, my communication skills and leadership skills are good. In
addition to this, I am good at planning and organizing the things in an appropriate manner. On
other hand, my weakness are I ma short tempered and unable to work in pressurising situation. In
order to improve my current position for future benefit, it is necessary to improve my weakness
so that I can attain my career goals (Heyer, Donnelly, Foster and Mcdiarmid, 2014).
TASK 2
A) The selection and structuring of the team can be done on the basis of four key actions that are
given below. With the help of these four factors the organization will be able to select and
structure the whole team.
Determination of workforce diversity
Consideration of desired outcomes
Selection of team members
Information to the team members
B) The resourcing of the teams can be done with the help of again four step which are defined
below.
Assess team needs: Here the leaders of the team requires to be analysing the needs of team
members. This will help the leader to provide the resources to the employees for the
accomplishment of work.
Provide required training: After analysing the needs and demands of employees, it is the duty
of the subordinates to provide concerned training so that their performance can be improved.
This will help employees to cope up with the future needs of the company (Heyer, Donnelly,
Foster and Mcdiarmid, 2014).
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Develop team identity: The team identity can be developed with the help of clarifying the
vision and motive of working. This will help the teams to develop good relations with the
members.
Give the team time: In order to attain team goals the leader need to give a reasonable amount of
time frame so that set goals and objectives can be achieved. This will help the team members to
know the requirements of a projects and how to work for them.
TASK 3
1 Identify the dimensions of workforce diversity
1.1
In business context, diversity is the most important concept which is being adopted in the
organizations. The operations of the business is depends upon coping up with the changes in
market. However, this helps the organization to offer the best to the customers and clients. In
present scenario, the success of the organization is based on the ability of the company to adapt
the changes. In business diversity plays an important role which helps the organization to attain
success.
1.2
There are different sources of workforce diversity which can be adapted by the business
organization. The same are stated below (Whitton, 2012).
Racial & ethical groups: Here the employees with different colours marked as subordinates
with different sections. This can result into affecting the performance of the employees in the
organization as they are misunderstood and wrong expectations.
Older workers: It is seen that older or experienced employees must be valued in the
organization. They are required to offer pension schemes and other benefits so that they can
sustained in the organization. It will help them to make them stay in their company.
Gender: There should be no gender discrimination be happened in the organization. This will
affect the work of the employees.
Education: This is one of the useful source of workforce diversity in the company. The
employees are necessarily to have high level of education so that they must be able to attain
organizational goals (Whitton, 2012).
1.3
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There are different benefits of diverse workforce in the organization such as the
management will be able to implement the change easily. This will help them to cope up with the
dynamic business environment.
1.4
The legislation, regulation and enterprise policy has a positive impacts on the business s
organization. These helps an employee to safeguard form different kinds of discrimination at
workplace. With the help of these regulations the organizations will be able to maintain
professionalism at workplace (Whitton, 2012).
1.5
There are some opportunities and barriers to inclusive engagement such as this process
can help the teams to work in a pre determined manner. With the help of positive impacts the
organization will be able improve their work and operations. On other hand, the barriers to
inclusive engagement such as workplace culture which does not support the diversity. This can
limit the factor of innovation in the organization. In context to this, limited flexibility in working
arrangement can also become a barrier to inclusive engagement.
2 Factor diversity into team plans
2.1
The work plans are mainly based on structuring the team and selection of the team. Here,
determination of workforce diversity,Consideration of desired outcomes, Selection of team
members and information to the team members. Further, resourcing of the team is also done
which is based on certain factors. Then the measuring of team performance is conducted
(Whitton, 2012).
2.2
The diverse workforce has contributed in work plan by accomplishing their roles and
duties towards the plan. As per the plan, their work was to attain the team objectives where they
used their knowledge and skills and ascertain the goals and objectives. In addition to it, each and
every member of the team has played their role ion effective manner.
2.3
The objective of the policy and procedure is to provide safety to the employees in the
organization. With the help of regulations both the employer and employee are liable for the
wrong practices. For an instance, an employer will be punished If discriminatory practices are
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adapted. On other hand, if employee is not working as per the company norms then he will be
liable for punishments (Whitton, 2012).
2.4
The diversity in the organization can be maximised with the help of training and
development programmes in the company. This will help in enhancing the knowledge level of an
individual. In context to this, leadership can also help in benefiting the diversity in the company.
Proper guidance and knowledge will be provided by the leader which result into attainment of
goals and objectives of the firm.
3 Engage with diverse workforce
3.1
Application of communication process will help the organisation to make the
communication better at workplace. The management of the firm needs to adopt the appropriate
communication style so that the proper exchange of message and information can be done. This
will help the company in attain the operation in an efficacious manner. In addition to this, the
language of the employees must be considered in the process. It is seen that different employees
come with different backgrounds in the company. It is the duty of the management to set a
common platform (Whitton, 2012).
3.2
Own bias and assumption can be recognised with the help of non verbal communication
such as eye contact, expression and gestures. Non verbal approaches may remain best for the
members through which different culture can be understood. It may happen that people with
different language may not understood but with the help of non verbal communication this can
be done.
3.3
Inclusive behaviour has a major focus on enhancing the components of the organization
and promote the healthy conflicts in the company. The inclusive culture of the organization
offers different ideas to work in an effective manner. With the help of this judgemental attitude is
being avoided in the company (Whitton, 2012).
3.4
Culture competence can be explained as the the knowledge, awareness and practices that
are to be done for the effective functioning of the organization. In addition to this, the major
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focus of this is make an appropriate interaction between the people of different cultural.
However, the cultural competence has the four levels such as organizational culture, professional
culture and individual culture competence. However, there are certain benefits of this process are
such as cultural awareness, confidence, trust and openness and helps in improving interpersonal
skills.
3.5
There are certain tools and techniques for applying diversity to the operations like
leadership, communication, planning and implementation, conflict resolution skills and
communication. Theses tools will remain helpful in uplifting the diversity at workplace. This
will assist the company to attain its goals and objectives. In addition to this, the current
performance of the employees are enhanced with the help of these tools and techniques. With the
adoption of communication the diversity at workplace will be managed it will helps in enhancing
the employees concern at workplace (Glenn, 2014).
4 Support and encourage diverse workforce members
4.1
In order to support the employees at workplace, accommodation employees needs will
remain helpful. This will result into developing the employees current performance with the help
of several factors. The organization needs to make of full use of employees skills and knowledge
for the attainment of company operations. In addition to this, it can be done with the help of
training and development programmes.
4.2
Feedbacks can be taken with the help of group communications and meeting. In addition
to this, the management needs to supervise and monitor the work on daily basis. This will help in
analysing and taking corrective measure for the improvement of performance (Tryon and
Lugardon, 2012).
CONCLUSION
From the above questions, it can be concluded that workforce diversity is the crucial tool
that is implemented in the company. This helps a firm to grow and improve its operations in
effective manner.
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REFERENCES
Books and journals
Adams, M. and Bell, L.A. Eds., 2016. Teaching for diversity and social justice. Routledge.
Glenn, H.P., 2014. Legal traditions of the world: Sustainable diversity in law. Oxford University
Press (UK).
Heyer, R., Donnelly, M.A., Foster, M. and Mcdiarmid, R. eds., 2014. Measuring and monitoring
biological diversity: standard methods for amphibians. Smithsonian Institution.
Magurran, A.E., 2013.Measuring biological diversity. John Wiley & Sons.
Mertens, D.M., 2014. Research and evaluation in education and psychology: Integrating
diversity with quantitative, qualitative, and mixed methods. Sage publications.
Thompson, N., 2016. Anti-discriminatory practice: Equality, diversity and social justice.
Palgrave Macmillan.
Tryon, A.F. and Lugardon, B., 2012. Spores of the Pteridophyta: surface, wall structure, and
diversity based on electron microscope studies. Springer Science & Business Media.
Walsh, F. ed., 2012. Normal family processes: Growing diversity and complexity. Guilford Press.
Whitton, B.A. ed., 2012. Ecology of cyanobacteria II: their diversity in space and time. Springer
Science & Business Media.
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