MGMT1201: Analyzing Diversity in the Canadian Workplace Report

This report analyzes the multifaceted aspects of workplace diversity within the Canadian context, with a specific focus on Alberta Health Services (AHS) as a case study. The report delves into critical diversity issues such as gender identity, gender pay gaps, and the importance of diverse representation in the workforce. It examines the challenges associated with each of these issues, including societal biases against transgender individuals, gender-based wage disparities, and the potential for stereotypes to undermine team cohesion in diverse environments. Furthermore, the report highlights the policies and improvements implemented by AHS to foster an inclusive and equitable workplace. These include the establishment of an advisory council for gender and sexual minorities, the implementation of equal pay policies, and the active recruitment of employees from diverse backgrounds. Through this analysis, the report underscores the significance of proactive diversity initiatives in promoting a harmonious and productive work environment, ultimately contributing to the overall success and development of Canadian companies.

Introduction
Workplace diversity is meant to describe the differences and similarities between the
employees in a company in terms of sex, age, cultural backgrounds, physical disabilities and abilities,
religion, sexual orientation, race and gender. Every employee is different in a workplace, not only in
their background of race, sex, religion or culture but also, have different perspectives and prejudices.
Gender identities
Diversity issue:
Gender identity is one's sense of gender which may or may not differ from the sex they were
assigned at the time of their birth. Gender categories in every society serve as the base on which an
individual's social identity is formed in relation to other members of the society. An individual's
gender can be male, female or transgender.
Challenges:
Gender identities are considered to be a significant diversity issue because, in companies
where employees come from diverse backgrounds it is normal to expect employees from all three
genders. However, transgender individuals are not always accepted in the society and that can be
reflected in the workplace if proper measures are not taken by the company to curb it down.
Policies for improvement
Alberta Health Services in Canada has a new advisory council for addressing the medical
needs of sexual and gender minorities. The advisory council includes people who come from the
province, having a proper work experience within the LGBT community with employees belonging to
these communities. The step taken by the Alberta Healthcare Services is a way to show that the
company's main concern is to provide proper medical care to everyone irrespective of their gender
diversities.

Gender pay gap
Diversity issue:
Gender pay gap has been a significant issue since the last century, even now, not all
companies have stopped having gender pay gap. Gender pay gap refers to the practice of paying
differently to different genders, for the same amount and quality of work done by the two. That is, in
such situations, male employees are paid more than female employees even when they do the same
work.
Challenges:
Gender pay gap is a social evil which discriminates against women and denies their right to
equality. For a company to develop, it is important that proper work conditions and facilities are
provided to their female employees as their empowerment will also mean the empowerment of the
company itself.
Policies and improvement:
Alberta Healthcare Services in Canada are focused on making their employees experience
gender equality. Equal pay for all genders is one of the steps taken by AHS to fight the evils of gender
pay gap as well as work on their policy of gender equality. Additionally, the company has female
employees placed at high positions in their medical facility services to portray their ideals of gender
equality. Alberta Healthcare Services aims to employ and empower more female employees in the
future.
Diverse Representation
Diversity issue:
Diverse representation in a company is meant by proper representation of employees in their
staff coming from different cultural, racial and national background.

Challenges:
At present, every country has a mixed population with individuals belonging to different
backgrounds as a result the companies have to choose from this heterogeneous population while
hiring suitable candidates. Having a diverse representation of employees helps a company to have
more creative ideas as the diverse employees in a company contributes to diversity of ideas. Having a
diversity representative employee base also has certain challenges. If the employees are not trained
properly, they might fall under the influence of stereotypes and practice inclusion and exclusion in
making teams. These will hamper the unity among and the quality of work of the employees in a
company, hindering its growth and development.
Policies and improvement:
Employers at Alberta Healthcare Services aim at recruiting employees uniformly from the
heterogeneous population of suitable candidates. No discrimination is made between candidates
belonging from different backgrounds while recruitment or at their workplace. HR training programs
are used as a tool to promote harmony and cooperation between the employees. Proper diverse
representation in their employee base also portrays their principle of reaching out healthcare facilities
to all people irrespective of their backgrounds.
Conclusion
While a variety of perspectives help the employees to work better for the development of the
company, prejudices among the employees against one another can hinder their unity and quality of
work. It is thus important for every company to introduce policies to incorporate an effective diverse
workforce. The company selected for the assignment is Alberta Healthcare Services.

References
Article: https://www.canadastop100.com/diversity/