People, Work & Society: Valuing Diversity & Respectful Relationships

This essay discusses the importance and benefits of diversity and respectful relationships in the workplace, particularly in the context of globalization and changing employment patterns. It highlights how diversity fosters innovation, expands market reach, and enriches work culture. The essay also addresses the challenges associated with a diversified workforce, such as gender, age, and racial differences. Case studies illustrate these challenges, and the essay proposes policies for HR departments to manage employee relations effectively, including inquiry, strategizing, transparency, code of conduct, and employee management planning. It emphasizes that while a diversified employee strain is beneficial, proper planning and strategies are crucial for its successful integration into the organizational system. Desklib offers this assignment solution and many other resources for students.

Running head: VALUING DIVERSITY AND RESPECTFUL RELATIONSHIPS
POLICY
Valuing Diversity and Respectful Relationships Policy
Name of the University:
Name of the student:
Author note:

1Valuing Diversity and Respectful Relationships Policy
Introduction:
Cultural diversity refers to a diversified population, coming from different cultural
background, religious background, having different racial and linguistic background. It refers
to the distinctiveness of the people. The diversity, in respect to the organizations refers to the
diversified employee of an organization. With the onset of Globalization, the trends and
patterns of employment have changed in the organizations, with respect to the employee
strain. The globalization and free trade policies have made the world a global organization
with an influx of employees coming from all round the world. It has become a corporate
reality in the corporate organizations (Jonsen et al. 2013). The employee strain of any
organization, today, is perceived with people coming from different culture or societies,
speaking different dialects, involving all categories of age and gender. Therefore, in the
following study the significance and benefits of such a work culture have been described with
respect to two case studies.
Importance or Benefits of Diversity in Workplace:
The diversity in the workplace have recently been an important topic of discussion
among the researchers and at the organizational level, it is seen that the workplace diversity
has both positive and negative impacts upon the particular workplace. A more diversified
work culture is observed essentially in the multi-national companies, where the employees
come from varied places with individual distinguishing categories (Hunt et al. 2018).
However, it is seen that this diversified culture within the organization have impacted upon
the organization in various ways, and it is especially true for a country like Australia, that is
essentially known for its diversified population. All the organizations of Australia, has its
employees coming from different parts of the world and contributing to its already diversified

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and enriched culture. Therefore, following are some of the grounds, where upon the
diversified employee strain have impacted positively.
Incorporates Innovation:
Diversity is seen to be most impactful because it paves the way for innovation within
the organization. This innovation is primarily related to the product development. In today’s
world, which is ever changing and dynamic in orientation, it is observed that to sustain in this
market, innovation is the most important tool. This innovation is most effective on the
grounds of marketing. It is often seen that company emerges and sustains basing upon the
marketing strategies. The more a company can come up with innovating ideas of marketing
and the new ways to market their product by employing newer techniques and newer models,
the more the chances for them to sustain in the market heightens. Innovation in the fields of
products, innovation in the field of projecting and representing the product, increases the
sustainability of the organization, and a diversified work culture contribute in that (Hunt et al.
2018). People coming from different backgrounds, have different perspectives and different
approaches, which contributes in the innovation process for the marketing of the product,
which further proves to be beneficial for the running of the company.
Enlarged Market:
Employees coming from different social backgrounds and different dialects, open up
the newer avenues and markets for the company to reach. To market in a particular country or
a particular place it is important to understand the culture, dialect and orientation if the people
of the place. Therefore, an employee belonging to the same place can help the organization to
help in the process and system of marketing in that particular place (Hunt et al. 2018).
Further, a varied workforce can also rightly recognise the requirements of the dynamic
society, which also contributes in the sustaining of the organization.

3Valuing Diversity and Respectful Relationships Policy
Work Culture:
Diversity in the employee strength contributes to a better work culture. A diversified
employee strain enriches the culture of the organization and emerges mutual respect within
the organization. People coming from different backgrounds, can learn and know from each
other, which further contributes to the enrichment of the work culture (Chorbot- mason and
Arammovich. 2013). Moreover, different perspectives within a team enables the team to
reach the best conclusion and the best decision. Furthermore, a different set of culture
increase the zeal and motivation among the workers as well. All this contributes positively
towards the conducts of the organization.
Challenges of diversified Workforce:
Along with the benefits of the organization, it is important to mention the challenges
that are associated with the same.
Gender Differences:
It is observed that in most of the organizations of the country there is an evident
gender disparity within the organization. There is an unequal number of men and women in
the organization. Moreover the role of the women in the organization are more saturated and
limited to certain aspects. They are not given enough spaces and opportunities to explore,
thus limiting their growth (Jones et al. 2013).
Age Differences:
Munjuri and Maina (2013) has stated that, since the population of the country is
featured by ageing population, therefore, there are more number of aged people in the
workforce, and there is often seen a conflict within the organization among these two strata of
workforce. Herein, the younger population is observed to have their own individual and

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dynamic ways of working which are in evident clashes with the traditional work methods of
the aged workforce of the organization.
Racial Differences:
The Australian organizations are often posed with racial intolerant situations within
the organization, since the people still have the concept of whites are more educated and
better at all aspects, there are often seen to have intolerant situations and conflicts within the
organization, which gravely affects the production of the same (Ewoh. 2013).
Indigenous Intolerances:
The indigenous population consists a majority of the population of the country, who
are often seen to have been deprived from all the benefits of the society and they had not have
include in the organizational system of the country. However, with the changing situations,
the indigenous people are now provided with proper education and they are now getting
included in the private organizations as well (Li. Wang and Zeigler. 2014). However, this
have given rise to a certain level of intolerant situations among the country.
Case Studies:
Case Study 1-
In the first case study, however, a different approach of intolerant situation or
challenges of diversity has been regarded where it is seen that the appraisal processes have
been unjustified and the workplace atmosphere was not comfortable for the employees and
they have faced harassments within the workplaces. This is very evident and true for some
other organizations as well. People have often seen to have complained that they have been
victims of certain situations. This is especially the scenario of the women.

5Valuing Diversity and Respectful Relationships Policy
Case Study 2-
The second case study has projected another scenario, where the employees are
extremely demotivated and they are non-cooperative and they are not abiding the rules
properly. Even if they are asked to follow the organizational rules properly, they are not
following the same and are conducting their behaviour on their own which do not comply
with the organizational setting. One can say that this may not be an issue related to the
workplace diversity, but there are instances where certain situations had arrived, where the
majority of the employees were not happy with the employee strain and the workplace culture
and the y had complained that the increased level of diversity has ruined or polluted the work
culture.
Case Study 3-
The third case depicts a scenario where an employee is seen to have included false
information into the resume, who further got hired in the new organization, and while serving
his time in the probationary period, the administration had got to know about the falsified
information.
Policies:
In order to deal with the situations related to employee management or work; place
intolerance, it is important that the human resource (HR) department should come up with
and implement a proper set of policies in order to b deal with the situations. Therefore the
following set of policies are recommended that can prove to be helpful in order to deal with
certain situations.
Inquiry: The HR managers of the organizations must, first inquire upon the reasons of such
conduct or employee behaviours. The organizations are also required to conduct a

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background check, to check the shared information of the employee, by calling up at the
previous workplace where they had been working or by asking for proper documentation of
the information and cross-checking the same (Bonoli. 2017).
Strategizing: Upon getting knowledge of the reasons that have paved the way for certain
situations, the HR managers must come up with proper strategies that can account these
situations (Thompson. Strickland. and Gamble. 2015).
Transparency: The HR managers must maintain a workplace clarity or transparency
regarding the employee management of the organization, appraisal system of the
organization, employee strain of the organization and also the promotion structure of the
organization (Bonoli. 2017).
Code of Conduct: The organization must employ a proper code of conduct within the setting
and musty mention that there should be penalties if any of the codes are violated. This would
give the employees an idea of the organizational rules and regulations, and further, they will
refrain from violating any of them in the future (Thompson. Strickland. and Gamble. 2015).
Employee Management: the organization must employ a proper planning for managing the
employees. They must be understood the importance of diversity within the work culture and
further they must be motivated in such a way (Wilnesky. 2015).
It is very important for the organizations to include a proper planning and methods of
strategizing the workplace and work culture. Diversified employee strain in an organization is
beneficial from all aspect for the running of the company, but to incorporate this approach
into the system needs proper planning and strategizing, and if proper methods of strategies
are not included, then that can negatively impact upon the organization.

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References:
Wilensky, H.L., 2015. Organizational intelligence: Knowledge and policy in government and
industry (Vol. 19). Quid Pro Books.
Thompson, A., Strickland, A.J. and Gamble, J., 2015. Crafting and executing strategy:
Concepts and readings. McGraw-Hill Education.
Bonoli, G., 2017. Labour market and social protection reforms in international perspective:
parallel or converging tracks?. Taylor & Francis.
Ewoh, A.I., 2013. Managing and valuing diversity: Challenges to public managers in the 21st
century. Public Personnel Management, 42(2), pp.107-122.

8Valuing Diversity and Respectful Relationships Policy
Li, J.Y., Wang, J. and Zeigler, R.S., 2014. The 3,000 rice genomes project: new opportunities
and challenges for future rice research. GigaScience, 3(1), p.8.
Munjuri, M.G. and Maina, R.M., 2013. Workforce diversity management and employee
performance in the banking sector in Kenya. DBA Africa Management Review, 3(1).
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Chrobot-Mason, D. and Aramovich, N.P., 2013. The psychological benefits of creating an
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Hunt, V., Prince, S., Dixon-Fyle, S. and Yee, L., 2018. Delivering through
diversity. Mckinsey & Company. Retrieved July, 26, p.2018.
Jonsen, K., Tatli, A., Özbilgin, M.F. and Bell, M.P., 2013. The tragedy of the uncommons:
Reframing workforce diversity. Human Relations, 66(2), pp.271-294.