Report: Critically Analyzing Diversity Management in HRM

This report critically analyzes two primary approaches to managing diversity within organizations. It begins by defining diversity management and emphasizing its crucial role in organizational growth, particularly focusing on the equal opportunity approach, which advocates for equal participation and shared responsibilities regardless of factors like disability or ethnicity, and discusses its limitations and criticisms. The report then delves into how diversity management is initiated at the recruitment and selection stage, highlighting strategies employed by human resource departments to attract a diverse workforce. It references research on recruitment practices and the importance of eliminating bias during interviews and assessments. The report also acknowledges the role of diversity training and the need to address potential challenges such as cultural biases. The analysis is supported by references to academic literature, including works by Bratton & Gold, and Armstrong et al.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
Critically analysing two approaches of managing diversity............................................................1
Analysing the way diversity management begin at recruitment and selection stage.......................2
REFERENCES................................................................................................................................3

Critically analysing two approaches of managing diversity
Diversity management can be defined as action taken by management in an enterprise
with the purpose of promoting inclusion of workers belonging to different background. A proper
management of diversity is very much crucial for growth of firm. Equal opportunity to diversity
management, it is an approach which includes combined efforts that is equal participation as well
as shared responsibilities regardless disability, ethnicity etc. Equal opportunity approach states
mainly emphasize on caring and providing equal opportunities to employees is crucial for
managing diversity. It also states that management in an organisation should appoint or reward
an individual on the basis of their performance at workplace. In simple words, sexuality, gender,
age should not be considered to be as criterion. However it has been critique by other authors
those who believe that equal treatment might be considered to be as unlawful if in case this
factor has disproportionate impact on other employees in an enterprise.
As per the opinion of (Bratton & Gold, 2012), managing diversity can be refers to as
proactively capitalisation of unique core competencies that diverse group of people in an
organisation has to offer.
Providing the diversity training can be as an effective approach to deal with issue of
diversity at workplace. It has been critique by other authors those who perceives that
incorporation of compulsory diversity training within an organisation can create many
challenges for human resource manager such as increase anger in employees, cultural biasness
etc. There are some researchers who have found that with the help of effective training and
development, several set of objectives can be achieved. This includes increased understanding
among employees of the rationale for equality initiatives, a better understanding of the
significance of different cultures for behaviour.
Analysing the way diversity management begin at recruitment and selection
stage
Selection as well as recruitment can be refers to as an activity which matches job with
applicant. Efficiency of recruitment and selection procedure is completely based on different
elements such as needs of company, regularity in evaluation, review of resourcing system.
Diversity at workplace has become a major issue for recruitment department in an organisation.
As per the research conducted by Society of Human resource management, it has been analysed
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that there are approx. Fifty seven percent of recruiters have respondents that they have designed
strategies for attracting diverse candidates (CIPD podcast 24 Strategies for attracting and
retaining talent. 2008). Management in an organisation clearly specifies their objective of
creating a diverse team. A special type of recruitment policies are designed by human resource
manager in a firm for attracting the diverse workforce. However, it has been argued by other
author (Armstrong et.al., 2010), who perceives that eliminating bias during the time of
interview as well as assessments procedure is the other crucial aspect which is considered by
management in enterprise.
As per the opinion of (Ricco & Guerci, 2014), by creating diverse interview panel
human resource management team in firm makes sure that selection is free from bias and
candidates is being chosen by considering the base of skills , experience and knowledge. It has
been argued by other authors that companies manage diversity by providing training to managers
whose role is to hire candidates.
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REFERENCES
Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S., and Mkamwa,. (2010). The
impact of diversity and equality management on firm performance: beyond high performance
work systems. Human Resource Management. 49 (6). pp. 977-998.
Bratton J. and Gold J., (2012) Human resource management: theory and practice. 5th Ed. New
York: Palgrave Macmillan.
CIPD podcast 24 Strategies for attracting and retaining talent. (2008). [Online]. Available from
http://www.cipd.co.uk/hr-resources/podcasts/24-strategies-attracting-retaining-talent.aspx.
Ricco, R. and Guerci, M. (2014) Diversity challenge: an integrated process to bridge the
“implementation gap”. Business Horizons. 57 (2). pp. 235-245.
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