Workplace Diversity Management: Addressing Harassment and Legislation

This essay outlines the significance of workplace diversity and discusses harassment and diversity policies that help handle related issues. It explores actions to prevent diversity issues and harassment allegations, emphasizing the importance of training and development. The discussion covers effecti...Read More

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Manage workplace diversity

Manage workplace diversity
Table of Contents
Introduction.................................................................................................................................................3
Effective diversity policy.............................................................................................................................3
The supplication to determine the specific workplace diversity policy........................................................4
Specific actions to ensure implementation and understanding of diversity policy.......................................4
Feedback and ideas......................................................................................................................................5
Diversity in recruiting and selecting staff....................................................................................................6
Identify training needs to address the issues of difference...........................................................................6
How to manage allegation of harassment and diversity issues....................................................................7
Key features of relevant legislation.............................................................................................................7
Conclusion...................................................................................................................................................8
References...................................................................................................................................................8
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Manage workplace diversity
Introduction
The primary motive of this task is to outline and explain the significance of the
workplace diversity. Here is the discussion about the harassment and workplace diversity
policies that help in handle the issues related to the diversity. It also discusses the actions or
measures that can be taken to prevent the diversity issues and allegation of harassment.
Significance of the training and development coaching also has been explained in the task. More
detailed of the task has been detailed below.
Effective diversity policy
The workplace diversity plays a significant role in motivating and encouraging the
workers for performing roles and responsibilities effectively. The workplace diversity makes a
commitment to anti-discriminatory practices and fosters equal opportunities through the
prevention or removal of systemic barriers (Page, 2010). Furthermore, the diversity policy helps
in reducing and preventing the discrimination between the men and women at the workplace.
The diversity policies also act as preventive or removal to discrimination against the people such
as class, gender, health, culture, age, physical, disability, race, sexual orientation and marital
status. There are ample of ways to review the diversity policies at the workplace. The
international labor organization suggests encouraging diversity and inclusion through the
workplace adjustment involving development and expansion of strategic diversity plans. These
plans help in reviewing the workplace diversity effectively and successfully. Furthermore, the
top management should support the diversity efforts (Bell, 2011). This can be possible by
generating or creating a diversity office and recruiting a chief diversity officer. In addition, the
top management and executive create a formal project plan to support the diversity strategy with
measurable and effective objectives that is associated with the rest of the organization’s strategic
objectives and actions. In the given scenario, harassment complaint is received from the female
employee against a male co-worker within the organization. To remove this issue, the top
management and manager should take action against that person at the workplace. Apart from
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Manage workplace diversity
this, they should make strict and effective policies to reduce such type of barriers within the
organization (Ginsberg & Wlodkowski, 2009).
The supplication to determine the specific workplace diversity policy
It has been found that managers need to celebrate the employee differences and progress.
It will help in attaining the desired goals and objectives smoothly. They should understand the
experience and knowledge of the workers effectively (Griffin, 2013). In the scenario, the
management should set measurable and time bound goals and objectives to maintain workplace
diversity at the workplace. An audit must be conducted by the top management to run the
business activities and operations in a hassle free manner. Along with this, effective and unique
recruitment and selection policies must be implemented by the organization to appoint talented
and skilled employees within the organization (Ahmed, 2012).
Specific actions to ensure implementation and understanding of diversity policy
The workplace diversity is one of the biggest ways to make favorable working environment
at the workplace. The equal employment opportunity and workplace diversity policies help in
identifying and analyzing the value of the individual differences. It also helps in improving and
enhancing the talents, skills and knowledge of the workers. Along with this, it also helps
increasing and enhancing the innovation and creativity. There are ample of actions that help in
understanding and implementing the diversity policy has been discussed below.
 Training and development coaching is one of the biggest and significant ways to motivate
and encourage the workers towards the implementation of diversity policy. It is a
significant factor to be considered in the diversity strategy of a company. This mindset
may only be changed with awareness, education and cultural diversity training. Aside
this, leaders or managers need to promote training and development coaching to develop
a comprehensive mindset, behavior and attitude (Habyarimana, Humphreys, Posner &
Weinstein, 2009).
 The top management and managers should understand and determine the various factors
of a diverse workgroup. Aside this, the top management and leaders should hold the
group meetings for the workers for enhancing and boosting their moral and confidence in
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the workplace. They should also host the educational classes for the employees and
community as well.
 It is noted that workers are also accountable for understanding and identifying the equal
opportunities and justice. Hence, the managers must provide equal opportunities to the
men and women workers as well. There should not be any discrimination between male
and female co-workers. The equity at the workplace diversity ensures that the employees
have equal opportunities at the workplace to participate in the ample of activities aiming
to encourage the expansion and development of the firm (Fullan, 2014).
 In addition, top management and leaders should promote flexibility and respect different
career goals and objectives to maintain a positive working environment at the workplace.
Beside this, effective and unique communication and cooperation must be maintained by
the company to make happy the employees at the workplace (Ragin & Amoroso, 2010) .
Feedback and ideas
There are enormous ways to collect feedback, opinion and ideas from the enormous
sources to ensure the currency and efficiency of a diverse policy that are discussed below.
Conduct training and development sessions: It is one of the significant ways to collect
feedback and reviews from the various sources in order to ensure the workplace diversity. The
training and development sessions help the employees to understand and evaluate the culture,
values and diversity of the organization (Cook-Patton & Bauerle, 2012).
Survey for workers: The workers shall be motivated and promoted by providing feedback and
reviews on the diversity policy at the workplace. The survey and campaign also help in gaining
education and knowledge related to the workplace diversity within the organization.
Communicate the diversity policy clearly and regularly: It is noted that top management and
leaders should communicate the diversity policy and strategy regularly or daily basis. It will help
the workers to make an attractive and favorable culture at the workplace.
Allow minority groups to have a voice: It is analyzed that top management should permit the
minority group or employees to raise the voice in the organization. They should provide freedom
to the workers for performing tasks and duties smoothly and efficiently. In this way, the
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Manage workplace diversity
organization can achieve its desired objectives and goals effectively (Berman, Bowman, West, &
Van Wart, 2012).
Diversity in recruiting and selecting staff
The HRM should make unique and effective policies and strategies to recruit and appoint
the candidate to perform roles and responsibilities effectively. It will also help in reducing and
preventing the sex discrimination at the workplace. There are two types of discrimination such as
direct discrimination and indirect discrimination. When an individual treats and proposes to treat
someone unfavorable and negatively just because of an individual is protected by law. On the
other hand, indirect discrimination occurs when the company practices, procedures and policies
have the impact of disadvantaging employee who share specific protected attributes. The
company should appoint diversified people at the workplace to accomplish the goals and targets
successfully because it is needed in each and every organization. If the company has diversified
people in the workplace then it can stand out against the competitors effectively. Furthermore, it
also helps in making a good and dynamic image in the minds of the customers. Before recruiting
the candidate, the firm should check the background and qualification of the workers and HRM
must also collect important information related to the experience and knowledge of the workers.
The HR executive should make effective and unique decisions after considering the knowledge
and experience of the employees. Apart from this, the negative aspects and behavior like
stereotyping, discrimination and prejudgment are not encouraged during the recruitment and
selection of the workers at the workplace. It will help the company to reduce and avert the sex
discrimination at the workplace. Equal opportunities shall be provided to the workers for proving
themselves efficiently. It will help the firm to attract and retain qualified and talented candidates
within the organization (Hakim, 2016) .
Identify training needs to address the issues of difference
It has been analyzed from the various analysis that diversity is a significant and vital
issue of management therefore training has become an important part of the management. The
cultural diversity training needs to be provided to address the issues of differences within the
organization. The organizational culture also affects the behavior and attitudes of the people in
the workplace. The company should address the ample of issues that are raised from a culture,
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Manage workplace diversity
religious, beliefs and values. It helps in gaining success and growth in the international market.
Furthermore, it also provides a dynamic opportunity to the people to develop and build an
understanding related to the culture and diversity at the workplace. The training and development
coaching is essential for understanding the culture, values and aspects of the workers in the
organization. It also helps in maintaining collaboration and cooperation within the organization.
The training and development coaching also help in preventing misconduct and sex harassment
at the workplace. The business activities and operations can be carried out effective with the help
of training and development coaching. The anti harassment training must be provided by the top
management and managers to prevent the harassment activities from the organization. It also
helps in preventing and reducing the illegal activities in the workplace. In this way, it is stated
that training is essential to fulfill the needs and requirements of the business and employees as
well (Lee, 2014).
How to manage allegation of harassment and diversity issues
It is significant to manage allegation of harassment and diversity issues according to
established organizational conflict resolution procedures. It has been noted that employer should
listen the complaints and issues of the workers seriously and further they should take effective
and strict measures to reduce and prevent the harassment issues in the workplace. Along with
this, the managers should make reciprocal relationship with employees to address and manage
the diversity issues within the organization (Wrench, 2016). The allegation of harassment and
diversity issues can be managed and controlled by keeping an eye on workers in the firm. Aside
this, the top management should investigate and conduct audit against the complaints and issues
that have been received by them. Punishment shall be given to faulty person who is involved in
the discrimination, and harassment activities. The organization should also follow the ample of
policies that have been made for harassment and discrimination. Unfair practices should also be
prevented by the top management in the workplace. In addition, culture and diversity programs
and sessions shall be held by the firm address diversity issues and barriers within the
organization. There should equal policies in terms of salary, punishment, incentives and bonus
for all the workers (Moser, 2012).
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Key features of relevant legislation
The strategies, policies and practices are essential to ensure that discrimination and
harassment are prevented at the workplace. The legislations also help in promoting and
improving the culture at the workplace. There are various legislations that help in ensuring that
company is following or adhering standards, code of conducts and ethics. It also includes human
rights act, equity act, employment act, race relations act, discrimination act and disability
discrimination act. These laws help in protecting the workers against the harassment and
discrimination. These regulations also protect the rights and interest of the workers within the
organization. These laws or legislations also protect the employees from the unfair and illegal
trade practices and encourage a favorable culture and working environment. It also focuses on
the diversification, values and beliefs of the workers (Goodman, 2011).
Conclusion
On the above mentioned event it is concluded that diversity plays a significant and
empirical role in each and every company. In today’s globalization world, no company can
survive and grow the business without using unique and effective policies related to diversity at
the workplace. The diversify culture and workplace provides lot of opportunities to the workers
to meet the requirements of the business. In the given case study, the organization should focus
on the diversity policies and strategies to attract the maximum number of the workers.
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References
Ahmed, S. (2012). On being included: Racism and diversity in institutional life. Duke University
Press.
Bell, M. P. (2011). Diversity in organizations. Cengage Learning.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Cook-Patton, S. C., & Bauerle, T. L. (2012). Potential benefits of plant diversity on vegetated
roofs: a literature review. Journal of environmental management, 106, 85-92.
Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Ginsberg, M. B., & Wlodkowski, R. J. (2009). Diversity and motivation: Culturally responsive
teaching in college. John Wiley & Sons.
Goodman, D. J. (2011). Promoting diversity and social justice: Educating people from privileged
groups. Routledge.
Griffin, R. W. (2013). Fundamentals of management. Cengage Learning.
Habyarimana, J., Humphreys, M., Posner, D. N., & Weinstein, J. M. (2009). Coethnicity:
diversity and the dilemmas of collective action. Russell Sage Foundation.
Hakim, C. (2016). Key issues in women's work: Female diversity and the polarisation of
women's employment. Routledge-Cavendish.
Lee, C. C. (Ed.). (2014). Multicultural issues in counseling: New approaches to diversity. John
Wiley & Sons.
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Moser, C. O. (2012). Gender planning and development: Theory, practice and training.
Routledge.
Page, S. E. (2010). Diversity and complexity. Princeton University Press.
Ragin, C. C., & Amoroso, L. M. (2010). Constructing social research: The unity and diversity of
method. Pine Forge Press.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. Routledge.
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