Ansarada is a private organisation and it works in the technology industry as it is a global provider of virtual data rooms. Ansarada was established in the year 2005 and it has it headquarter in Sydney. Ansarada has more than 150 employees and the CEO of the organisation segregates the employees by a different team. There are around 12 team leaders within the organisation who will be the participants of the workshop. The topic of the workshop will be ‘promoting diversity and value of inclusiveness’.
Brief introduction of Promoting diversity and value of inclusiveness
There are mainly three dimensions of the diversity, organisational dimension, external dimension and internal dimension. Primary and secondary dimensions of personality may be used as the source of discrimination or the advantage. There may be implicit bias towards the individuals who are more physically attractive as this is the primary dimension and the second dimension is associated with the dominant values of the organisation (Cottrill et al. 2014). Within the organisation, the managers can pay attention towards all the three layers of the diversity with the goal of using similarities and differences. All the employees must be provided values as being valued is the key aspect of the employees’ satisfaction within the organisation. Complexity in recognising the personalities based on diversity can be moved in and out of the primary and secondary diversity dimension. From the organisational perspective; diversity within the workplace can be searched on the premise which can harness the non-visible and visible diversity dimensions that can create a productive environment so that everyone within the organisation can feel valued and talents of the employees should be utilised and objectives of the organisations must be met.
Downey et al. (2015) stated that inclusion can be defined in which all the members of the organisations feel valued and welcome for who they are and what they bring to the organisation. Within the organisation, all the stakeholders can share a high sense of fulfilled and belonging mutual purpose. In addition, inclusion is not only the end but also it helps to manifest deeply and broadly that felt a sense of connectedness. Inclusion can be experienced by all the stakeholders of the organisation and customers, executives, managers and contributors all are part of the inclusion. Inclusion is the intrapersonal; issue as this is associated with the reasoning, self-talk, decision-making and attribution. The diversity process can facilitate opportunities that help to increase cross-boundary creativity and collaboration. Within the organisations, gender diversity, cultural diversity and age-related diversity are important.
In Australia, many aborigines live in Torres Island and they show the ability and willingness to be a part of the organisation. As opined by Ozturk and Tatli (2016), diversity allows exploration in a positive, nurturing environment and safe place and it means that people can nurture and surpass the tolerance issue to ensure the value of the difference. Each of the employees brings a diverse set of perspective, life experience and work. The energy of diversity can unleash difference types of advantages reaped when these difference of individuals assist the organisation to implement the diversity policy. In order to suspend the bias and to create informal and formal space; social interaction is very important. This social interaction must be person-based rather than identifying the group based individual relationship. Shared identity can be brought through bringing the entire organisation together (Barak 2016). Inclusion process can help to embed the groups and it is the process of integrity within the larger group that constitute the whole. Within the organisations, employees with a disability must have special provision. Diversity, as well as inclusion, is the sizeable challenge for the organisations; treating the employees in the fairway and nurture the challenge can heal this.
Practical Activities of the Workshop
The workshop will be designed for 5 days and each day; the session of the workshop will be for 2 hours. There are 12 leaders within the organisation Ansarada and 12 team leaders will be the participants of the workshop. The team leaders of the organisation Ansarada will be performing different activities in the workshop.
For the workshop, the topic is decided as ‘Promoting diversity and the value of inclusiveness’ and the target audiences of the workshop are the team leaders of Ansarada. Once the workshop is finished; the team leaders will know about the application of diversity and value of inclusiveness. In Australia, the value of diversity and inclusiveness is important as many of the employees belong from the different ethnic background.
The objectives of the workshop are:
Group discussion:
The group discussion sessions will be divided into two parts; diversity and inclusiveness. 12 team leaders will be segregated into two parts; six team leaders in each group. Each of the group will be provided topic on either diversity in the workplace or the inclusiveness. The group will be given the time of 15 minutes; they need to discuss on the topic. When one team will discuss; another team needs to listen to this. On diversity; the participants will be shown slides where dimensions of the diversity will be given. Therefore, the participants will discuss the relationship among the three dimensions of the diversity. Within the discussion, the participants can raise the question diversity-related issue and how the diversity issue can be managed. In addition, during the discussion on the inclusiveness; the group members will be given three definitions of the inclusiveness and they need to use their own words to discuss about inclusiveness within the workplace. In another group discussion session; the group members will be given some of the diversity issues; the group members need to tell the audiences; what they will do in each of the sessions with argument.
Debate:
Ansarada is an Australia based IT organisation; Ansarada has many of the employees who belong to the multiethnic group. In case of the debate; the team leaders will be divided into two groups. Each of the group will have six group members. The debate sessions will be of half an hour. During the debate; the group members will be given a topic. In group; the HR manager and the CEO of the organisation will see if the team leaders can reach unanimously any decision on which the topic is given. There will be three debate sessions; the first topic will be gender diversity and inclusion, the second topic will be cultural diversity and the third topic will be age-related diversity within the workplace. The HR manager and the CEO will not judge the team leaders if they are wrong or right in their discussion; they will judge on the matter of opinion so long the team leaders can justify their position.
Videos:
For the purpose of the workshop; I have collected three videos based on the diversity and inclusion. The participants of the workshop will be shown the videos and after watching the videos; they will be asked what they learn from the videos. There will be interactive sessions; where each of the team leaders will express their feelings based on the videos. The first video will be based on ‘Empowerment Model’ where multiple ways of increasing cultural diversity are described from the managers’ perspectives. Each of the team leaders will be asked to describe at least 2 ways of increasing cultural diversity. In another video, the process of diversity and inclusiveness will be shown in an Australia based organisation. In another video; a documentary will be shown to the team leaders based on the age-related diversity. Diversity initiatives can be taken in many ways; recruitment interventions, retention strategies, development programmes, external partnership, external communication, awareness training and dedicated staffs and infrastructure. The team leaders will be allocated with one of the initiatives to recognise at least three ways in which the initiatives can be used for the purpose of the diversity management and promotion.
Quiz:
In order to make supportive and inclusive environment; the team leaders should have knowledge of diversity and inclusion. The organisation needs to successfully modify the hiring and recruitment process to reach a more diverse audience. Therefore, the organisations can take the strategies of diversity training, monitoring and the workplace culture as part of supporting the diversity. The participants of the workshop will participate individually in this quiz session. The quiz sessions will be more of ‘rapid-fire’ round. The host of the quiz will ask questions based on the different aspects of the diversity and inclusion in the workplace. Each of the team leaders will be asked 10 questions. Each of the questions will have four options; the participants will listen to the options and will answer accordingly.
Case studies:
In maximum organisations, diversity and inclusion are approached with bottom-up and top-down strategy. The aim of the organisation is to engage all the employees at all levels. The host of the workshop will tell stories of implementing the diversity and inclusion and stories will be shown in projector also. The participants of the workshop will listen to the case studies stories of diversity and inclusion. There will be two case study sessions; in the first case study; the topic will be employees with disability. The host of the workshop will discuss five employment strategies that can help the employees with disability. The five strategies are fostering inclusiveness, promoting benefits with a disability, improving the recruitment process, improving leadership and offering reasonable adjustment. The team leaders will be given one of the strategies to discuss to share their discoveries. Another case study topic will be sexual orientation of the people within the workplace. The case study will show facts and statistics within the organisations about sexual orientation.
Roleplay:
In each role play; there will be two participants. Therefore, overall six role play sessions will be done. Each of the roleplay; the group will be given a topic and the two participants need to enact based on the topic. The topics will be associated with organisational diversity and organisational performance.
Final Comments
The participants of the workshop will be the team leaders of ansarada. The team leaders will know the diversity vision and goal within the organisation and they will feel the connection to the overall strategies and objectives of the business. The team leaders need to commit to the process by making out the process of diversity impacts on the role. The team leaders will get to know the relevance of actively engage the diversity effort and the team leaders can start the mentorship to focus on the diversity and it requires the commitment of time to represent the valuable opportunity for professional as well as personal development. The team leaders of Ansarada can conduct the employee engagement survey and ask the employees to respond openly and honestly. Through this survey, the team leaders and the management will know the employees’ expectation regarding the diversity. Diversity management is very essential as it will help the management to get the employees from diverse background with skills. This workshop has the target to make the team leaders culturally competent and the team leaders can learn about various culture, religion, race and background of the colleagues. The workshop will make understand the team leaders to treat the employees in better way and learn to understand different needs of the employees. Most importantly, the team leaders of Ansarada will be respectful always and diversity will exist always. The team leaders and management will take the diversity principles within the organisation to make the workplace better for each employee. This workshop will bring the positive change in the organisation and each of the employees will be spokesperson for the diversity issues. The team leaders will welcome the ideas shared by the employees and diverse employees will definitely bring the creativity within the organisation. This workshop will focus on the continuous improvement of the diversity and inclusiveness.
Reference List
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. London: Sage Publications.
Cottrill, K., Denise Lopez, P. and C. Hoffman, C., 2014. How authentic leadership and inclusion benefit organizations. Equality, Diversity and Inclusion: An International Journal, 33(3), pp.275-292.
Downey, S.N., Werff, L., Thomas, K.M. and Plaut, V.C., 2015. The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45(1), pp.35-44.
Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK. The International Journal of Human Resource Management, 27(8), pp.781-802.
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