Do you know Work Place Diversity Management?

 

Diversity Management can be defined as difference in ethnicity, gender, physical ability, Age, sexual orientation, education level, characteristics and personality of people. Diversity management can be explained as a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued. (Patrick and Kumar, 2012)

Diversity is more important to the organizations. There are lots of reasons to it. Some of them are support to drive economic growth, Enhance the firm’s reputation with stakeholders, this is help to reduce turnover cost and absenteeism, recruiting from a diverse pool brings benefits such as different skills, abilities, and perspectives, Contributes to employee commitment and positive morale.

When organization has diversity policy employee or stakeholders able to find diversity policy within the organization. Some of the best places to find it is Department of Human Resource management, through company owner, department managers and other manager, Using staff intranet and company internet etc.

When refer the diversity policy user can identify some information in there. Some of them are Recruitment and selection, Career path planning and promotions, Training and development opportunities, Counselling poor performance, Performance rewards and benefits.

How an organization could build a diverse workforce

   Organization can build workforce diversity in different ways. One of the most important five points are described in here.

Diversity Audits - An Audit involves examining and collecting data to check operations and performance. In the case of diversity audit, data could be collected through a survey which usually just management completes. The survey collects information relevant to the diversity policy, such as training efforts, recruitments and selections, career and general support services.

Diversity policy - Diversity policy is developed for the purpose of focusing organization's diversity aims and objectives and identify the actions needed to achieve these. For example, a mining company in Western Australian would have very different diversity issues than a hospital in Sydney.

Partnerships - Partner up with innovative organizations that are working to improve employment outcomes for underrepresented workers. For examples those with advisability, Aboriginal and Torres Strait Islander Peoples, etc.

Use resources - There are various online resources available and if you want to understand more information about managing age -based diversity, or disability, you can read the Australian Human Rights Commission report through www.humanrights.gov.au

Diversity snapshot - It is important to keep the information such as breaks down the diversity figures across positions and recruitments and selection efforts for examples age range of employees, how many women are in leadership positions, Therefore, HR databases should be able to keep the above all information.

Areas within the workplace are affected by the diversity policy

v When the Employees interact with each other and in there sometimes able to see miscommunication, bias, conflict, harassment or bullying. Therefore, to control these situations, managers are able to get some actions and they can act as role models.

v Human resource functions and staffing are directly affected by the diversity policies

v Sometime because of these policies employee feel they have been treated unfairly

v Diversity policies uses when an employee misses out on a position, promotion, reward, or is being counseled for under-performance. 

References

Patrick, H.A. and Kumar, V.R. (2012). Managing Workplace Diversity. SAGE Open, [online] 2(2), pp.1–15. Available at: https://journals.sagepub.com/doi/full/10.1177/2158244012444615.