Managing and Promoting Diversity: Strategies, Principles, and Benefits

This essay provides a comprehensive overview of managing and promoting diversity in the workplace. It begins by defining diversity and outlining the rationale behind diversity policies, emphasizing benefits such as access to new labor, improved firm image, innovation, and increased marketing opportunities. The essay then explores the values and principles underlying diversity policies, including impartiality, commitment to service, accountability, respect, and ethical conduct. It highlights the benefits of diversity programs, such as increased innovation, better customer service, and talent attraction. The objectives of these programs include providing support, fostering a flexible work environment, and promoting cultural diversity. Various strategies for promoting diversity, such as increasing cultural capability and seeking diverse opinions, are discussed. The essay also references relevant legislation and the importance of monitoring diversity to identify and address obstacles to employment and career development.

Running Head: Manage and Promote Diversity
Manage and Promote Diversity

Manage and Promote Diversity 1
Diversity Definition: It can be defined as the differences in the identification of the features
within the group like age, gender, physical abilities, background, intelligence, mental health etc.
Rationale behind the diversity policy is that it benefits in a few ways. They are:
 The employers get the access to the new labor and they can attract as well as retain good
quality people from different backgrounds.
 The labor shortages are solved.
 The firm image is increased and the reputation is also grown.
 The firm can be recognized internationally and can also achieve awards.
 It could benefit in new innovation and creativity which leads to the products which are
new and gives an opening to the market share.
 The opportunities of marketing are increased via accommodation the simple demands of
the customers who are from diverse backgrounds.
Values and Principles
Values: There are five values of diversity policy. They are:
 Impartiality
 Commitment to service
 Accountable
 Respectful
 Ethical (Patrick & Kumar, 2012)
Principles: The Australian commission is committed to principles at the work place diversity and
equality in the employment which includes remembering, respecting and valuing the differences
in the individuals like,
 Gender
 Age
 Ethnicity
 Disability
 Religious faiths
 Language

Manage and Promote Diversity 2
Benefits of the program: There are so many benefits of diversity in the firm which consists if
the raised up innovation, a good understanding of the service and for the service to customers
and a good number of talents could be attracted by the employers within the potential clan. The
Commission acknowledges and appreciates the variance in each employee and motivates
diversity in the background, talents and skill set views for enriching the environment of working
and the work of quality that is undertaken by commission.
Objectives
 The specific knowledge and support to the people should be there.
 To give the flexible and creative work environment that gives support and encourages
diversity.
 To focus on the value of the cultural diversity and make a strong commitment for culture.
 Delivery of the services should be great.
 The activities should create culture diversity (Bedi, lakra, & Gupta, 2014).
Strategies: There are five strategies which can be used for promoting the diversity.
 Promise to increase self cultural capability
 To seek out new ideas and opinions.
 Always treat other people like one wants to be treated.
 To be observant towards diverse festivals and holidays
 Each person should contribute to the cultural diversity (News, 2016)
Legislation: The commitment of the commission for the workplace diversity is written in the
clause 65 of the firm agreement 2012-2014. When creating the diversity at the workplace policy,
the commission drew relevant situations specific to the firm’s agreement and also pieces of the
legislation which includes the service act 1999 and the privacy act 1998 (Barrington, 2014).
Monitoring: Diversity monitoring is a significant factor for demonstrating, implementing and
promoting of the opportunity. It also gives the demographic image of the diversity which exists

Manage and Promote Diversity 3
in the organization and benefits in identifying obstacles which prevent access to employment and
development of the career and other practices.

Manage and Promote Diversity 4
References
Barrington, H. (2014). Workplace Diversity. Australian Commission on Safety and Quality in
Health Care - Workplace Diversity Policy , 1.
Bedi, P., lakra, P., & Gupta, E. (2014). Workforce Diversity Management: Biggest Challenge Or
Opportunity For 21st Century Organizations. Diversity in the Workplace: Benefits,
Challenges, and the Required Managerial Tools , 16 (4), 102-107.
News, H. (2016). 5 Strategies for Promoting Diversity in the Workplace. Retrieved May 31,
2018, from hult.edu: http://www.hult.edu/blog/promoting-diversity-in-workplace/
Patrick, H. A., & Kumar, V. R. (2012). Managing Workplace Diversity. Sage Open , 1-5.