Analysis of Workplace Diversity Strategies: Morrison Lodge Report

This report examines the management and promotion of diversity within Morrison Lodge, a community-based organization. It begins by analyzing the organization's existing policies and procedures, highlighting their contributions to workplace diversity, such as emphasizing respect for individual differences and skills-based board appointments. The report then explores communication strategies used to meet the diverse needs of clients and co-workers, emphasizing the importance of understanding cultural issues and providing information in multiple languages. A key component involves developing a diversity and inclusion activity strategy, including a culturally diverse holiday calendar and sensitivity to religious practices. The report concludes by evaluating the positive outcomes of implementing the strategy, such as enhanced employee relationships, increased worker productivity, improved customer service, and greater community support. The analysis is supported by references to relevant literature on diversity management.

Running head: MANAGING AND PROMOTING DIVERSITY 1
Managing and Promoting Diversity
Institution:
Affiliation:

MANAGING AND PROMOTING DIVERSITY 2
Managing and Promoting Diversity
1. After viewing the organization’s policy and procedures discuss one contribution to
improve the workplace diversity.
Morrison Lodge has an organizational policy and procedure, which contributes largely to
workplace diversity. The policy emphasizes the importance of respecting a person’s individual
way of life, belief system, culture and views. The policy in various areas has touched on this.
The Morrison board of management has acknowledged the need of having people with a range of
diverse skills as their board members as this will enable them to govern the community based
organisation as required (Global Care Group, 2017). The board therefore makes sure that
appointments have skills and experience in representing different members of diverse client
groups. The board also considers Australians who are of aboriginal or Torres Strait Island
descent so that they encourage diversity.
Preference is given to people from a culturally or linguistically diverse background. So
that diversity is encouraged even further, the organisation appoints those with different skills like
representation of client groups, accounting, business management, human resources management
and law. These policies, which have been put in place by Morrison Lodge, are aimed to
encourage and increase diversity in the workplace (Global Care Group, 2017). This leads to a
culturally rich organisation and is good for creating a positive work environment as everyone
feels that they are included.

MANAGING AND PROMOTING DIVERSITY 3
2. Describe how the organisation uses communication strategies to meet the diverse needs
of the clients and co-workers and reflect on the effectiveness
In the last few years, the number of workers and customers from culturally and
linguistically diverse backgrounds has increased at Morrison Lodge. It has become important for
employees at Morrison to understand the cultural issues, which may influence the kind of work
relationships and practices and delivery of service that is culturally appropriate (Brunow &
Blien, 2014). Morison lodge in its organizational policies has looked at ways of working with
culturally diverse clients and co-workers, having work practices, which provide a culturally
inclusive work environment and having consultation with Global Care on modifying work places
in an appropriate manner.
Morison Lodge has been able to educate themselves on understanding the needs of their
culturally diverse clients, who are aged people needing premium care. They have been able to
learn about the cultural, social, psychological, political, economic and historical material as
pertains to the different clientele that they serve. The organisation also respects the values and
beliefs of both its employees and its clients and recognizes that both ethnicity and culture have
an effect on how clients and employees behave (Barak, 2016). The company also provides
information in a language that can be understood by all and ensures that there is effective
communication in terms of writing and orally.

MANAGING AND PROMOTING DIVERSITY 4
3. In consultation with stakeholders including people from key target groups develop and
document one diversity strategy and discuss how you have advocated to the organisation to
be implemented into their policy and procedure
A diversity strategy that should be developed by Morrison Lodge is the diversity and
inclusion activity strategy. This can be done by observing of diverse traditions, celebrations from
other cultures. The company should create a culturally diverse holiday calendar, which will be
inclusive of all cultures represented in the company and in the community. The employees in the
organisation should be encouraged to get involved and find different ways of celebrating
different traditions (Rice, 2015). Celebration of different cultures can help the company in team
building and will be a great way of making different employees and stakeholders from the
community to connect.
Organisational well wishes for different holidays can mean a lot to employees especially
when they are out of the office and this is done through an email or message. Sensitivity to
different cultural and religious practices is important. Morison Lodge can for example support
the Muslims by not scheduling lunches during fasting time or holding office meetings during
prayer time. By Morison Lodge implementing this strategy, it will help to improve relations in
the office and within the community (Wilson, 2015). The clients will also feel at home when
each of their cultures is recognized.
4. Evaluate the outcome of the workplace strategy you devised and report on the outcome
Once the diversity and inclusion activity strategy is implemented, the outcome has been
great. Employee relationships at Morison have been enhanced and this has led to a positive work
environment hence making workers highly productive. All the employees now feel that their

MANAGING AND PROMOTING DIVERSITY 5
diversity is appreciated much better and this has led to highly motivated workers. This has
translated to better customer service as customers are given stellar service (Sabharwal, 2014).
Due to this, the facility has been placed on the map as one of the best facilities for caring for
aged people in Australia. The customers and other stakeholders are also happy due to the
recognition of diversity by the company and celebration of various events. This has led to great
support from the community that is good for Morrison Lodge in terms of business.
References
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace.
London,Sage Publications.

MANAGING AND PROMOTING DIVERSITY 6
Brunow, S., & Blien, U. (2014). Effects of cultural diversity on individual
establishments. International Journal of Manpower, 35(1/2), 166-186.
Global Care Group (2017). Community Care Options Policy Manual. Retrieved from
http://globalcareinc.com.au/morrison-lodge/morrison-lodge
Rice, M. F. (2015). Diversity and public administration. New York, ME Sharpe.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further
performance. Public Personnel Management, 43(2), 197-217.
Wilson, E. (2014). Diversity, culture and the glass ceiling. Journal of cultural diversity, 21(3),
83.