Discuss about the Human Resource Development Organizational Diversity In Workplace.
Diversity management plays a vital role for ensuring success in today’s unpredictable marketplace. Firms at present is contended with strong growth, ability to hire qualified people, generating fresh ideas and should have positive image of the firm. The organizations are characterized by increasing diversity in relation to workforce by attracting and retaining employees that is now a priority. When a workforce is diverse it can have a competitive edge in competition by transforming the organization. This helps in producing leaders for future that works best in increasing profitability, reducing turnover and cost thereby, enhancing market value.
Hence, diversity managing is about diagnosing how to manage the workforce by generating benefits by enhancing learning and effectiveness. When development and learning occurs it should be ensured that it is well managed as workers with the right time and skills will be delivering the objectives as per the outcome set. Thus, it helps in meeting challenges by implementing HR policies that are effective in approach.
Diversity is growing at a faster pace in workplace than it is associated or addressed as the beliefs and culture is constantly changing (Littrell and Salas, 2005). Human resources (HR) have to be utilized fully by taking their optimum use and managing their heterogeneity. In simple terms diversity is a combination of differences and similarities that includes but is not limited to geographical location, religion, race, gender, working style, education and income level, sexual orientation, age, disability, marital status etc. Globalization is changing the faces of either small or large companies by increasing competition from the foreign organizations for sustain in the competitive marketplace. A change in the workplace related to diversity cannot be incorporated unless management is moving forward by being susceptible by being associated with groups that can be outside or within workplace (Cummings, 2004).
In the modern workplace diversity is linked with what the organization achieves has direct link with the policy set by human resource department. This is nothing less than a challenge as the commitment is fostered by top management by implementing in organization as it is a continuous process. The employees should feel safe and secure by having an opportunity for growth by working on the benefits. When working in teams individuals generate fresh ideas by solving the problem creatively as they have diverse backgrounds. Employees are having varied experience and knowledge that is used in a collective mode for generating ideas. When workers are satisfied with their job the effectiveness of the workplace increases as potential of the individuals combine with their talents that gives rise to innovation and productivity (Bassett-Jones, 2005).
As the firms are expanding their reach in the international or global market the business is improving its image by attracting workers from different locations. The organization invest on public relations by having a positive attitude by valuing diversity as it helps in attracting employees, customers and investors. Diversity management is associated with community welfare by generating interest in the business. Thus, HR should retain skilled workforce by recruiting skilled workforce from diverse background for meeting and filling needs.
Equal Employment Opportunity (EEO) ensures that employees are free from all sorts of harassment and unlawful discrimination. Another is conducting programs by assisting EEO groups by overcoming disadvantage that has occurred in the present or past (manly, 2006). This policy is framed by the Council for potential employees and all employees so that they are treated fairly at workplace. It involves benefits, ensuring all is equal in terms of qualification and skill and opportunities for training in organization. In simple terms it is recognizing of cultural and social backgrounds of staff, employment practices resulting in staff satisfaction and improving productivity by developing and training as per employee needs.
The policy is about providing employment opportunity to ethnic minorities, Torres Strait Islanders, people facing disability, aboriginal, minority groups from NESB and women too. The ethical implication states that when discrimination takes place whether direct, systematic or indirect it affects employee. Judging an individual on the basis of racial background should not be the HR policy of the workplace as it distorts diversity (Maier, 2005). When an employee is excluded in workplace the work gets affected in terms of productivity. The performance degrades as the work environment is not cooperative by making the workforce engages.
Additionally, diversity is termed as differences that may be invisible and visible existing between people that belongs up on the perception of individual within the working environment. The policies incorporated by CPA Australia for having an inclusive and diverse workforce are set up on different parameters. The first being recruitment, selection and promotion for specific roles when hiring candidates. No discrimination is entertained in the above process for any position. The second being compensation that will be on the basis of work received in exchange. Third is reviewing performance based on the work provided as per set standards or benchmark (cpaaustralia, 2011). Fourth being work flexibility by providing them such responsibilities and roles that are able to manage work-life balance. The policies and practices have to be measured on the existing human resource management practices for developing effective policy.
The challenges associated with the changing workplace and nature of job requires the employees to be knowledgeable and skilled by focusing on future. With this the employees has to be focused, flexible and adaptable. Diversity in workplace is a challenge to manage so manager and supervise needs to be trained in each department by functioning properly. A supervisor is having the responsibility of managing both people and processes. They help in building specialist skills by training and developing the staffs for enchaining their knowledge and skills (Fujimoto, 2013). The companies promote itself as knowledgeable and productive by providing the opportunity for growth in career by retaining them. This contributes towards business growth by aligning it with organizational goals. Thus, it helps in acquiring new skills and competencies by using the human resources efficiently.
The success of organizational diversity is dependent up on integration on the quality and nature of leadership. It is associated with training and developing the workforce for achieving the objectives. In conducting effective operations multinational companies have to conduct the operation overseas too so diverse groups have to be formulated. On the other hand, failure is due to the fact that the programs are not designed as per the requirement of the individual. According to Au, (2016) in Australia it is stated that the diversity is a strategic objective for 56.5% of hiring managers in HR. The two biggest challenges that are seen at present in Australia for long-term are attracting the right talent for achieving the objectives and collaborative leaders by being inclusive.
Diversity sounds simple but the term encompasses how people are perceived by others and themselves. Managing diversity is a challenge in itself as it promotes a new way towards thinking by setting a frame of mind by being excited and potential in workplace. This perception is governed by interaction by communication with others irrespective of any hindrance in the process. One of the most crucial is discrimination that can be sexual, direct, indirect and systematic (Patrick and Kumar, 2012). When an employee is discriminated the needs are not being fulfilled and the individual does not feel secure and safe. It affects workers performance as they are not treated at par with others. Sometimes the manager has to take legal action that loses the personnel by losing its value too.
A management has to support diversity implementation for generating profits, being competitive and managing workforce. The decision should come from the top management to middle and lower level by making the workers incorporate it. They have to recruit and select people from varied culture and background for expanding their reach. If the organization is unable to implement it its reach is very limited within the specific zone. The management has to understand the importance of diversity as it results in reducing the cohesiveness in groups ultimately that result in employee turnover (Patrick and Kumar, 2012). For example the male workers working in environment that is homogeneous are more inclined to jobs and co-workers. The organization might be suffering from cultural issues a biggest hindrance when the organization is expanding.
A workplace should not be culturally bound as it will not attract diversity in management in terms of employment contract, arranging positions, conducting interviews, employment conditions etc. An employee should not be discriminated under color or race, origin (ethnic, descent and national). 1 in 5 Australians in their lifetime have experienced race talk and to handle racism 86% of the Australian population takes action (humanrights, 2014). Discrimination is faced more by individuals in workplace who are born in countries where English is not the primary language. The two main challenges faced in cultural diversity are people and knowledge management as recognizing people talents and valuing them is difficult in approach. Similarly, knowledge acts as a resource so it needs to be enhanced by providing value so that is does not get diminish.
Managing people is an art that is not every individual’s cup of tea as it has various advantages for being competent. In the labour market people needs to be attracted, selected and retained efficiently by being competitive at the same time. When enterprises implement strategies for diversity management for the minority it benefits by reducing annual turnover, improving reputation, retaining skills and saving money in the industry the business resides (amf, 2010). But, it is not the truth in Australian society as the workplace is having social problems towards minority groups by displaying racist attitude and discriminating. Another barrier that is invisible is glass ceiling that is separating minorities and women from rising to positions in top management.
These obstacles are present in the society that is blocking the advancement of some groups mentioned above. Therefore, diversity in organization should be valued by extracting the benefits by inculcating it in the system. The employees attracted should be recruited by reaping the benefits of the fruits by boosting the employee skills and attitude. The workforce has to be protected by governing their rights as per the legislation by incorporating strategies to build them for future needs. The employees should be treated equal in all aspects in workplace by communicating with them for creating a friendly work environment (Nataatmadia and Dyson, 2007).
Conclusion
From the above discussion it can be concluded that organizational diversity is varied in nature and aspects. A workplace should incorporate policies and practices that are beneficial for the employees. Human resources have to be deployed efficiently and effectively so that it meets the needs of the organization. A diverse workforce attracts talent and ideas by solving problems faster than any other organization not having diverse workforce. Hence, a good management implements modern practices in different cultural groups by sharing work and knowledge. Understanding knowledge by sharing it between employees from different backgrounds including race, religion, language etc. leading to collaboration successfully (Gröschl, 2011).
The human resource development (HRD) professionals should properly train their staffs by handling complains as generated. When a workplace is free of any discrimination it attracts diverse talent by contributing to its success. A healthy environment attracts competitive advantage over other workplace by involving full optimization of human resources, creating opportunities, fostering creativity and innovation, solving problems and having career development. Cultural diversity is about managing the needs of the individual rather than managing groups in workplace. The major components of diversity are organization structure, flexibility, policies and empowering employee through mentoring and training.
In today’s environment organization is getting better by developing it effectively and generating alternative ways for managing workforce (Gröschl, 2011). Hence, it is recommended that workplace should change their method by taking initiative for having open attitude. In the long-term leadership positions should be promoted by encouraging employees to express ideas. The policy of diversity should be shaped as per the management policy by utilizing it properly. In the long-term the strategies adopted is having customized approach for employee satisfaction by being successful by building it. The economy is becoming global with the diverse workforce as it is increasing for the success and competitiveness.
References
Amf.net.au. (2010). Managing Cultural Diversity Training Program Resource Manual. [online] Available at: https://amf.net.au/library/uploads/files/MCD_Training_Program_Resource_Manual.pdf [Accessed 21 Sep. 2016].
Au.hudson.com. (2016). Why Are Workplace Diversity Initiatives Failing? | Hudson Talent Management. [online] Available at: https://au.hudson.com/for-employers/talent-management/talent-management-workplace-diversity [Accessed 21 Sep. 2016].
Bassett-Jones, N. (2005). The paradox of diversity management, creativity and innovation. Creativity and Innovation Management, 14, 169-175.
cpaaustralia.com.au. (2011). Organisational Diversity and Inclusion Policy. [online] Available at: https://www.cpaaustralia.com.au/~/media/corporate/allfiles/document/about/organisational-diversity-inclusion-policy.pdf [Accessed 21 Sep. 2016].
Cummings, J.N. (2004). Work groups, structural diversity, and knowledge sharing in a global organization. Management Science, 50, 352-364.
Fujimoto, Y. (2013). Organizational Diversity Learning Framework:Going Beyond Diversity Training.Academy of Management Proceedings, 2013(1), pp.15341-15341.
Gröschl, S. (2011). Diversity in the workplace. Burlington, Vt.: Gower.
humanrights.gov.au. (2014). CULTURAL DIVERSITY. [online] Available at: https://www.humanrights.gov.au/sites/default/files/FTFCulturalDiversity.pdf [Accessed 21 Sep. 2016].
Littrell, L.N., & Salas, E. (2005). A review of cross-cultural training: Best practices, guidelines and research needs. Human Resource Development Review, 4, 305-334.
Maier, C. (2005). A conceptual framework for leading diversity. International Journal of Human Resources Development and Management, 5, 412-424.
manly.nsw.gov.au. (2006). Equal Employment Opportunity Policy. [online] Available at: https://www.manly.nsw.gov.au/IgnitionSuite/uploads/docs/Equal_Employment_Opportunity_Policy%5B1%5D.pdf [Accessed 21 Sep. 2016].
McMahon, A.M. (2006). Responses to diversity: Approaches and initiatives. [online] Available at: https://www.shrm.org/hrresources/whitepapers_published/CMS_017028.asp [Accessed 21 Sep.2016]
Nataatmadia, I. and Dyson, L. (2007). Managing the Modern Workforce: Cultural Diversity and Its Implications. Journal of Information Technology, [online] pp.580-582. Available at: https://www.irma-international.org/viewtitle/32666/ [Accessed 21 Sep. 2016].
Patrick, H. and Kumar, V. (2012). Managing Workplace Diversity: Issues and Challenges. SAGE Open, 2(2).
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