Strategies For Mentoring A Deaf Employee & Promoting Diversity In The Workplace

I will provide an adequate accommodation to the qualified employees with disability. This will provide the individual to have equal opportunity so that they can participate in the management operational functions and considers the job in a significant manner. I would promote a cultural competency education that would help in erasing any kind of stereotype or assumptions. I would facilitate a foundational and clear understanding for all the employees what it means to be deaf. I would ensure that the deaf individual should effectively connect with people from various culture and language. This would help in collaborating with the deaf person with a diverse team. When the deaf individual feels supported and comforted as a part of team they could easily focus on the contribution towards the organization success

While attending the diversity meeting, I would to like to include certain elements within the diversity policy. These are as follows:

Effective training program- the employees especially it is the duty of managers to oversee all the diversity programs. Proper diversity training can help in conveying to the staffs at all levels to lay a major emphasis on inclusion and diversity.

Creating procedures to promote diversity- creating growth from within could help in creating employee retention as well as providing additional support for maintain the diversity effort. Diversity should be embedded within the company’s culture through code of conduct, training and performance review programs.

Periodic reviews- organization goals are effective if they are periodically reviewed and determined. It is important to assess at an annual level both the objectives for achieving gender diversity and also the progress required to achieve them.

It is significant to establish measurable objectives so that effective gender diversity can be achieved. Transparency of process should also be ensured besides clear reporting outcomes

Adapting to a new or innovative culture is quite difficult. While living in different place with diversified culture, language and religion can be very frustrated initially. Later on living in a different place also made me independent and adjusted to the new culture without the help or support of any family and friends. Every culture and country is different and I must learn to work with the country’s culture and environment. Through inclusive and diverse workforce, new ideas is generated and created that can help the business to reap maximum benefits. Moreover, understanding the local regulations, customs and local laws would also help the business to thrive. Cultural understanding, local connections and native language skills can further boost the development of the business.

The new trainee coming from a different culture and working in the cultural environment of Australia needs to consider the following major elements:

He should be given proper training to avoid any pitfalls related to cultural confusion and misunderstanding. Various misconceptions related to the workplace should e avoided so that rules are defined and effectively observed during interview.

Practicing effective communication- the new trainees should practice open- door communications so that the communication gap is reduced.

Promoting employee relations- lack of cultural diversity and the perception of disrespect for various cultures can proved to be detrimental for global partnership.

Prevention and education- clear understanding for the cultural diversity is  highly imperative for effective business operations.

Adaptability: the trainee should be adaptable enough to adjust to the new lifestyle, traditions and beliefs.

Equal respect and opportunities for women- the new trainee should pay equal respect and attention to their female colleagues. To succeed in different organizational culture, he needs to integrate his beliefs in the better working environment.

Mentoring the new trainee in different cultural and diverse environment would prove to be beneficial for both the new trainee and the organization. Cross-cultural training is highly essential to maximize the profits of the business. I would train the new employee during the orientation session and in the ongoing training I would make the employees understand about the company’s culture and expectations. Mentoring is useful, I would use peer groups and with one experienced employee would mentor a new employees from diverse cultural background. I would train the new employee effectively the existing requirements needed to achieve the missions and visions of the organization.

The practice manger should be concerned about the discussion as the employees do not respect the  cultural diversity within the workplace. There are various gaps within the organization related to the diversity and should be adequately fulfilled. Allowing Allira for promoting Sorry Day activities would be from both the ethical and legal perspectives. Manager needs to ensure among the employees that Allira is helping in making the workplace more cohesive by promoting her culture. The practice manger should encourage workplace diversity and inform the employees that the company is not against any culture and its tradition but with it.

Marginalization is the process in which someone is pushed to a group’s edge and given lesser importance. In this process, a sub-group or minority is excluded and their desires or needs are highly ignored. Marginalized groups in a workplace are considered unequally due to their varied cultural practices and beliefs. In the recent times, Marginalized groups are created to promote and enhance cultural diversity within the workplace. The members not taking active parts should be excluded from the group. This helps in creating a positive work culture within the organization. Though the process is unfair but to create diversity and promote effective work culture , marginalization is highly relevant.

Working with a deaf employee is not an easy task, moreover assisting and guiding such employees is also very difficult. Firstly I would discuss with supervisors and managers about the best techniques that is needed to facilitate integration. I would ask the deaf employee about their preferences regarding making the communication such as in sign or voicing. If necessary, I would also like to retain an interpreter to make the smooth flow of communication. I would  use visual signalling equipments while making the incoming calls. Moreover applying hands-on demonstrations to assist the new employee while carrying the operational activities would be helpful. Other employees in the organization with various cultures should also learn to communicate with the deaf employee to promote better working condition.

In the recent times Australian society is considerably progressing to promote diversity within the workplace. The changing practices mostly include acknowledging diversity in the workplace to create an inclusive work environment. Promoting diversity has helped the individuals, companies and society at large to achieve maximum profits and success. Australia is currently regarded as the most linguistically and culturally diverse population throughout the world. The Government is also overcoming all the existing challenges by encouraging continuing dialogue with various community groups. The country share their traditions and beliefs within the law and is also free from any kind of discriminations.