MPU 3232 Human Relations & Leadership: Diversity Policy & Action

This report presents a comprehensive workplace diversity policy designed to foster a respectful and inclusive work environment, aligned with organizational objectives. It details policies on workplace conduct, role appointments, and flexible working arrangements, emphasizing the responsibilities of all members, particularly team leaders, managers, and human resources. The report suggests strategies such as inter-cultural communication training, celebration of diverse traditions, and motivational programs to enhance productivity and employee engagement. A diversity committee is proposed to ensure the accomplishment of diversity program goals. The plan of action emphasizes leadership commitment, employee involvement through education and training, and effective communication to align the diversity program with organizational goals. The report concludes that a well-implemented diversity policy, supported by employee involvement and leadership commitment, promotes productivity, team collaboration, and overall organizational success.

Running head: HUMAN RELATIONS AND LEADERSHIP
Human Relations and Leadership
Name of the Student
Name of the University
Author Note

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HUMAN RELATIONS AND LEADERSHIP
Introduction
The characteristics and the experiences that define each of as individuals can be defined
as diversity. Diversity includes all the dimensions of an individual such as age, religion, gender,
ethnicity, race and sexual orientation (Martin, 2014). Other type of dimensions that can be
included can be economic status, work style, communication style and organization level. The
report will initially suggest a policy for workplace diversity, and then a critical list of strategies
that can be adapted to enhance the diversity in the workplace. The strategies can be developing
motivational strategies and clear vision to all the employees. The report will also highlight the
actions that are needed to be implemented in the organization. The actions to implement while
executing the strategies are to involve the employees and commitment of the leaders towards
workplace.
Discussion
Workplace Diversity Policy
Objectives
This policy sets out our approach to practice diversity with respect to the organization
and avoid discrimination at workplace. The aim of the policy is to promote a respectful work
environment.
These policies are:

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Workplace Conduct Policy: The company is committed to eradicate all the forms of
discrimination including unlawful harassment, bullying and unlawful discrimination in the
workplace.
Appointment to Role Policy: To accomplish the objectives of the organization, our commitment
is to conduct a merit-based appointment process where the diverse employees are attracted,
retained and deployed to maximise the contribution of the potential employees in the
organization.
Flexible Working Arrangements Policy: we are committed to retain the talented employees to
achieve our mission. Flexible work arrangements will provide ways to recognise and
accommodate the individual circumstances (Greene, 2017). This is adaptable to work to meet the
needs of the people and the customers.
Responsibilities:
Each member in the organization is responsible for upholding the policies of workplace
diversity.
Team leaders and managers are assigned with their responsibilities in the following policies:
 Leadership quality to provide the employees with the vision to corporate objectives to
promote workplace diversity to prevent discrimination and harassment in the workplace.
 Involve employees to provide with the opportunities of all types of backgrounds to put input
of their ideas into policies, programs and services.
Human resource of the organization is responsible for certain practices which are outlined
in the following policies:

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 Human resources is involved in practicing to support people to develop and use their skills
and knowledge to attract potential candidates from diverse backgrounds.
 Practices are involved to promote the health and life enhancing strategies to access flexible
working conditions.
 The human resources are to ensure that the employees are to be provided with adequate
resources require to work and do satisfy with the job to promote healthy diverse
environment.
Application:
This policy applies to all the people working with us including our employees,
consultants, advisors, part time workers and even the agency workers.
Strategies
Arrange training programs and sessions to promote inter-cultural communication which
is a valuable skill in the workplace. People from different cultural background are to be
promoted with teh help of the seminars to make working environment a healthy place for them
where they can express themselves.
Observing diverse traditions, celebrations and holidays from other cultures. Major
holiday events, well-wishes via emails can be promoted in the workplace to build a team in
organization where they respect and understand the value of significant religions and cultures.
Indulge with programs where the employees are involved in stress management and
motivational practices to encourage them to result into high standard productivity. Motivational

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strategies can be created with the help of flexible workplace, reward system and proper
application of treating the employees as individuals.
A diversity committee is to be formed in the organization where it is ensured that the
goals are accomplished of the diversity programs. A diversity committee is empowered to
develop a diversity statement which is aligned with the strategic goals of the organization (Al-
Jenaibi, 2017).
Plan of Action suggested
Leadership commitment: The above strategies will be implemented with the help of the
leadership styles that the leaders and the managers adapt (Ditewig-Morris & Coronato, 2014).
The contribution of the company culture towards embracing and building an understanding is the
key to developing diversity regarding practices excluding the culture and the background of the
individual. Leaders are to eliminate the appreciation of the differences and promote inclusive
work environment.
Employee involvement: The organization should engage its employees to manage the diversity
in the workforce. At first the Human resource must organize education sessions and training to
make the employees aware of the diversity policies and the components that will develop
workplace diversity commitment (Harvey & Allard, 2015). The people in the organization
including the individual, groups and the organizational level management are all responsible to
make the policy come into effect.
Effective communication: Managers and leaders are the front lines of the organization where
the implementation of the policies and the procedures are effectively established. Listening and
effective communication from the top management to the lower level of management is another

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action that can be implemented to put communication strategy align with the diversity program
(Maznevski, Schneider & Jonsen, 016).
Conclusion
From the above discourse it can be concluded that policies in the workplace are important
for the purpose to develop diversity in the organization. Policy can be framed to eliminate
discrimination against any of the dimensions that can affect the work environment. From the
above it can also be concluded that by involving the employees in the process to promote the
workplace diversity in the organization. The leadership commitment is another factor that
contributes in the cultural diversity of the workplace. However, it can be noted that workforce
diversity promotes productivity, team collaboration and commitment towards work. A successful
diversity program provides the organization with an opportunity to manage the operations
correctly, in addition with the support of the employees and leadership at all levels.

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Reference
Al-Jenaibi, B. (2017). The scope and impact of workplace diversity in the United Arab
Emirates–A preliminary study. Geografia-Malaysian Journal of Society and Space, 8(1).
Ditewig-Morris, K., & Coronato, C. (2014). Diversity in the Workplace.
Greene, R. (2017). Human behavior theory: A diversity framework. Routledge.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity
Management (Online), 9(2), 89.
Maznevski, M. L., Schneider, S. C., & Jonsen, K. (2016). Diversity–A Strategic Issue?.
In Diversity in the Workplace(pp. 49-81). Routledge.