University PME Report: Effective Management of Workforce Diversity

This report provides a comprehensive analysis of workforce diversity, focusing on the challenges and opportunities it presents to organizations. Using Tesco as a case study, the report identifies key issues such as communication barriers, differing opinions, ethnic and cultural differences, gender equality, and generation gaps. It then explores various strategies and methods for effectively managing a diverse workforce, including prioritizing communication, treating employees as individuals, encouraging work in diverse environments, creating objective standards, and adapting hiring practices. The report also examines individual, group, organizational, and national strategies for managing diversity, along with the essential qualities required for effective management, such as commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration. The report concludes with recommendations for Tesco to enhance its workforce diversity management practices, offering insights and solutions for businesses navigating similar challenges.

Personal and
Managerial
Effectiveness (PME)

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Workforce diversity:...................................................................................................................3
CONCLUSION................................................................................................................................8
RECOMMENDATIONS.................................................................................................................9
REFERENCES..............................................................................................................................10
Books and Journal:....................................................................................................................10

INTRODUCTION
The nature of business is not fixed because it is in dynamic nature, it continues changing
with time to time (Gordon, 2018). With the continue change of business environment creates
many problems and challenges for the workforce diversity in of business. In the new era of
world, business have many scope of challenges that face by the company. Diversity is good in
workforce because it gives the variety of characteristics which makes the culture of business. But
it also creates the problems and challenges in the company that can not be deal easily. Workforce
diversity becomes one of the big challenges that now face by the management of the companies.
Workforce diversity can be understand with the TESCO organisation, which is the retailer of
British. It is the grocery retailer that have many outlets in Asia, Europe and USA. TESCO is the
large organisation so they have wide variety of similarities and dissimilarities of employees. So
they face many types of issues and challenges in the workforce diversity. This assignment covers
the effective ways and methods that help to overcome with the challenges in workforce diversity.
It also covers the recommendations that should be adopted by TESCO.
TASK 1
Workforce diversity:
Workforce diversity is a concept which depicts the variety of workforce working in the
organisation. It deals with bringing out people from different backgrounds, culture at one place
for attainment of organisational goals. It defines the similarities and differences of the employees
working in the company (Henry-Campbell and Hadeed, 2017). Also, workforce diversity will
sustain competitive talent in the organisation. It is important for the organisation to encourage
diversity at workplace as it will enhance the productivity and growth of the organisation. This
increase the morale of employees with efficiency and effectiveness. Due to the diversified
background, the employees will bring their own individual skills to the table. This will reduce
the effects of biases in the organisational environment. In context with TESCO, the workforce
diversity improves the employers brand and global reputation. In TESCO, the employers aim to
build a place to actively celebrate the culture and preference of the employees of the company.
It also helps in sustaining the growth and productivity prospects of the organisation. The
company works for the enhancement of employees knowledge by motivating them to work
towards the attainment of goals of the organisation. The company treats the employees the way

they want to get treated which boost up their morale and they sense a connection of bond with
the employees of the organisation (Victoria, 2018). Workforce Diversity is an important to hire
the employees from diversified pool talents and skills. It will enhance the flow of innovation and
effective unique ideas of the employees of the company.
Issues and challenges face by the management in workforce diversity:
There are number of challenges in the workforce that face by the management of TESCO
(Holck, 2016). TESCO is the large retailer of Britain, they have wide number of workforce work
in the organisation that creates issues. Because all people is not same in their nature, they have
different opinions that creates workforce diversity. It is good because it gives the culture of the
organisation but due to the dissimilarities of workforce opinions it create challenges in the
organisation. These challenges can be explained in the following points are mentioned below:
 Communication Issue:
It is one of the major issue that occur in the organisation workplaces. TESCO has many
employees, so they have to communicate with each other. Communication is the essential
element that require for smoothly functioning in the organisation. It needs in all and every level
so it is in pervasive nature. TESCO's top management gives the orders to their subordinate that
create the communication issue in the organisation, because subordinates feels hesitate to
communicate with their superior. Communication issue is the major issue in now a times,
sometimes it can create with the different language of the workforce in the organisation.
 Wide variety of opinions:
TESCO has wide range of employees that have their opinions regarding the organisation.
Dissimilarities in opinions creates problems and issue in the organisation. Because every person
is not accept other opinion that produce conflicts in the organisation (Kopp, 2020). Different
opinions creates hostility between persons that not good for the sustainable growth of the
business. It directly affects on productivity and profitability of the business. Every person has
own knowledge and experiences that creates own opinions regarding environment. So it becomes
difficult for the management to cope up with the upcoming challenges of the organisation. Ethnic and cultural differences:
Employees work in the organisation is not for same religions, caste, etc. They belongs to
different religions, caste that creates wired feeling for other employees. Every employee has
different ethnics and culture, that sometimes create conflicts in the organisation. TESCO's

workforce has wide range of employees that have different culture of employees (Wehbe, 2019).
It is not necessary that they follow one type of culture and ethnic which create the problem of
disrespect to others' ethnic and culture. Gender Equality:
One of the important issue that rise in the organisations i.e. gender equality. Gender
equality is the important issue that increases day by day in the business environment that should
be focus by management of TESCO. Because it creates discrimination in the organisation that is
not right for the companies' growth and success. Gender equality is the issue of male and female
factors that becomes a major issue in the business environment. In organisation the thought of
male is that the female employees shouldn't get the high pay because they are not eligible for
that. But it is not right for the organisation because it creates discrimination issue and that is not
good for the success and growth of the business. So it is not the easy task for the companies that
they should focus on the gender equality (Kyriakidou, Kyriacou and Dedoulis, 2016). Generation Gaps:
Generation gaps is the upcoming challenge for the organisation because in the modern
world the old people have different thoughts as compared to the young ones'. It is done only
because of generation gaps that become a main issue at this time. Old generation have own
experiences and thoughts that can be differ from the young generations' opinion. So it is very
necessary for TESCO that they should consider generation gaps problems.
From the above discussions, it is analysed that companies face a lot of problems and
challenges due to the workforce diversity. These challenges gives the great impact on
productivity and profitability of the organisation. These challenges are gender equality, different
opinion, generation gaps and communication issue. If these issues can not deal within time then
it creates a huge problem for the organisation (Woldemariam, 2018). Manager should take
corrective actions and measures for overcoming with these challenges so that increase their
productivity. There are several methods and measures that helps to handle these issues are
mentioned below: Prioritize Communication:
For the management of workforce diversity, TESCO should prioritize for effective
communication so that they overcome with the problem of communication issue. With th

effective use of procedures, policies, safety rules and other relevant informations that helps to
remove language and communication barriers (Wynn and Phillips, 2019). Treat each employee as an individual:
Avoiding of individual's background that helps to reduce wrong assumptions of the
person. Management of TESCO should judge people on the basis of their success not on their
background (Mertz, Wides and Gates, 2017).
 Encourage towards work in diverse environment to the employees:
It helps to overcome with the diverse environment of the business. Management of
TESCO should give necessary information, knowledge and try to get know that employees'
values that helps to respect of others' values. It directly helps to the TESCO that employees get
ready to work in the diverse environment. Create standards for objective criteria:
Management should set certain objectives and goals so that employees get clear
directions from the management and perform according to their goals. It is very necessary for the
TESCO to set the standards that increase the productivity and equality in the business
organisation. It helps to measure the performance with their standards after that if any deviations
come than take necessary corrective actions.
 Hiring:
One of the important activity of TESCO is to get hiring the persons or employees in the
organisation that agree to work in the diverse situations in the business environment. With the
selection of top performers and if they agree to work in the diverse workplace so it increase the
productivity and profitability of TESCO. Be open minded:
Management of TESCO should not be orthodox that they treat employees only machine,
they should be open minded. For example, if the person wants to take leave for their personal
reason then management should be open minded then they give leave so that employee feels that
they are important for the organisation.
TESCO should also go for strategies that are essential for overcoming with the challenges
in the workforce diversity (Rafa and Roberts, 2020). There are four strategies that helps to
managing of workforce diversity in the organisations, the detailed explanation given below: Individual Strategies:

It is the strategy that refers to understanding of cultural background of individual, right
perceiving of others' prospective and good communication. It is the strategy that based on the
ego state, situations of the workforce. Group Strategies:
It is the strategy that used by TESCO for understanding of others' group cultures and
opinions. It includes cautioning and advising, knowledge sharing and cultural exchange. It
prevents conflicts in the workforce so that TESCO can raise their profits and revenues of the
organisations. Organisational Strategies:
Organisation made strategies for the managing workforce diversity that used by the
TESCO to cope up with challenges. Organisational strategies includes cultural training, use of
counsellors, communication and recruitment and selection. National Strategies:
National strategy that used by the companies for managing of cultural diversity. It
includes legislative approach, effort on diplomatic matters, etc. It is used for handling the
situations of TESCO's workforce diversity (Salsberg, Quigley and Silwa, 2017).
From the above discussions, it is analysed that if the manager adopt any of the above
strategies then they can be overcome with the upcoming challenges. These strategies are
important for the management so that they can understand the situation and problems before
solving the problems so that they find the perfect solution for TESCO. It is also analysed that
management of TESCO needs some important qualities that helps to achieve the organisational
goals and objectives with the handling of challenges of workforce diversity. There are 6 C's that
are require in the manager for dealing of workforce diversity given below: Commitment:
Manager should be committed so that they inspire and empowers the to attain their goals
and objectives and manages the diverse situation in workforce. Courage:
Courage is the feeling that TESCO manager should have to face the any challenges of the
business environment so that they didn't get fear from the upcoming challenges in workforce
diversity. Cognizance of bias:

If the manager of TESCO get bias than they didn't handle the complex situations which
effects the organisation's productivity (Schnabel and Benjamin, 2020). Curiosity:
Curiosity is the feeling that should be present in every person, so it is very necessary for
the manager having curiosity to take new knowledge. So that they try to introduce new
something and improvise existing ones'. Cultural Intelligence:
It is the most necessary quality that should be have in the manager because it helps to
manage the workforce diversity. Collaboration:
Inclusive members know the situation of diverse workplace so they try to ease with
collaboration of employees that give chances to employees to understand the others' perspective.
It helps to understand the situation and workforce diversity that gives support to management for
handling the upcoming challenges (Tahzib, 2020).
It is analysed from the above important points that manager of TESCO needs six C's so
that they can handle with all situations occurs in workforce diversity. They are very important for
the manger to include all these qualities that helps to overcome with the workforce diversity.
CONCLUSION
Workforce diversity explains the diversified nature of the employees of the organisation.
It also includes some of challenges which employees and HR professionals face during their
working. In context with the report, there is an explanation of workforce diversity and challenges
associated with the working environment. The organisation can manage the workforce diversity
with the help of the recommendation mentioned above. Also, there is an framework of measures
that the company can opt for the diversified workforce. Strategies helps in facing the challenges
and reduce their effect on the organisation. Furthermore, the strategies are also explained which
will prevent the conflicts that will arise in the near future in the working environment. Workforce
diversity sustain competitive advantage but this report also explain the factors that affects the
diversified nature of workforce. Also, this report depicts the impact of workforce diversity on
productivity of the organisation. This report also explains the critical skills required for the
management of the workforce diversity. Workforce diversity creates a connection among the
employees of the organisation to maintain the effectiveness and efficiency.

RECOMMENDATIONS
Workforce diversity creates challenges for the HR professionals as it is difficult to
manage the workforce effectively without the involvement of conflicts in the working
environment. These challenges can be mitigated by encouraging the employees to promote
heterogeneous environment in the organisation. In context with TESCO, the company can
manage the workforce diversity effectively with help of adopting the following
recommendations:
 Prioritize Communication: For managing such a large organisation like TESCO, the
company must ensure effective communication among the employees. As this will reduce
the chances of conflicts in the company. Policies, Rules of the organisation must be
designed in such a way that it will reduces the cultural barriers in the organisation.
 Treat each Employee as an Individual: The company must avoid making assumptions
about the employees by judging their cultural backgrounds. The company must measure
each employee on the basis of their success and failures in the task assigned to them.
 Standard Rules for all Employees: The company must set base rules as standards for all
the employees ignoring their background. In context with TESCO, the company must
design their standard policies irrespective of men and women ratio.
 Encourage Employees: The company must encourage and motivate their employees to
create bonding among the employees. This will boost their morale and they will work
with full integrity and zest towards the achievement of the goals of the organisation.
Hence, these are some of the recommendations that TESCO company must follow to
manage the workforce diversity effectively.

REFERENCES
Books and Journal:
Gordon, P.A., 2018. Age diversity in the workplace. In Diversity and inclusion in the global
workplace (pp. 31-47). Palgrave Macmillan, Cham.
Henry-Campbell, S. and Hadeed, S., 2017. Managing a Diverse Workforce. In Encyclopedia of
Strategic Leadership and Management (pp. 953-964). IGI Global.
Holck, L., 2016. Putting diversity to work. Equality, Diversity and Inclusion: An International
Journal.
Kopp, D.M., 2020. workforce diversity. In Human Resource Management in the Pornography
Industry (pp. 49-58). Palgrave Macmillan, Cham.
Kyriakidou, O., Kyriacou, O.and Dedoulis, E., 2016. Equality, diversity and inclusion in
accounting. Critical perspectives on accounting. 35. pp.1-12.
Mertz, E., Wides, C. and Gates, P., 2017. The Hispanic and Latino dentist workforce in the
United States. Journal of public health dentistry. 77(2). pp.163-173.
Rafa, A. and Roberts, M., 2020. Building a Diverse Teacher Workforce. Policy Brief. Education
Commission of the States.
Salsberg, E., Quigley, L. and Silwa, S., 2017. Profile of the social work workforce.
Schnabel, R.B. and Benjamin, E.J., 2020. Diversity 4.0 in the cardiovascular health-care
workforce. Nature Reviews Cardiology, pp.1-3.
Tahzib, F., 2020. Value-driven workforce, systems and leadership. European Journal of Public
Health, 30(Supplement_5), pp.ckaa165-398.
Victoria. Department of Health and Human Services, 2018. Victoria's alcohol and other drugs
workforce strategy 2018-2022.
Wehbe, A.W., 2019. Creativity and Diversity Strengthen the National Security Law
Workforce. Army Law., p.64.
Woldemariam, M.M., 2018. Promoting a Diverse Workforce in Sonography.
Wynn, J.R. and Phillips, K.U., 2019. The changing North Carolina health workforce
pipeline. North Carolina medical journal. 80(3). pp.155-158.