The characteristics and the experiences that define each of as individuals can be defined as diversity. Diversity includes all the dimensions of an individual such as age, religion, gender, ethnicity, race and sexual orientation (Martin, 2014). Other type of dimensions that can be included can be economic status, work style, communication style and organization level. The report will initially suggest a policy for workplace diversity, and then a critical list of strategies that can be adapted to enhance the diversity in the workplace. The strategies can be developing motivational strategies and clear vision to all the employees. The report will also highlight the actions that are needed to be implemented in the organization. The actions to implement while executing the strategies are to involve the employees and commitment of the leaders towards workplace.
Workplace Diversity Policy
This policy sets out our approach to practice diversity with respect to the organization and avoid discrimination at workplace. The aim of the policy is to promote a respectful work environment.
These policies are:
Workplace Conduct Policy: The company is committed to eradicate all the forms of discrimination including unlawful harassment, bullying and unlawful discrimination in the workplace.
Appointment to Role Policy: To accomplish the objectives of the organization, our commitment is to conduct a merit-based appointment process where the diverse employees are attracted, retained and deployed to maximise the contribution of the potential employees in the organization.
Flexible Working Arrangements Policy: we are committed to retain the talented employees to achieve our mission. Flexible work arrangements will provide ways to recognise and accommodate the individual circumstances (Greene, 2017). This is adaptable to work to meet the needs of the people and the customers.
Each member in the organization is responsible for upholding the policies of workplace diversity.
Team leaders and managers are assigned with their responsibilities in the following policies:
Human resource of the organization is responsible for certain practices which are outlined in the following policies:
This policy applies to all the people working with us including our employees, consultants, advisors, part time workers and even the agency workers.
Arrange training programs and sessions to promote inter-cultural communication which is a valuable skill in the workplace. People from different cultural background are to be promoted with teh help of the seminars to make working environment a healthy place for them where they can express themselves.
Observing diverse traditions, celebrations and holidays from other cultures. Major holiday events, well-wishes via emails can be promoted in the workplace to build a team in organization where they respect and understand the value of significant religions and cultures.
Indulge with programs where the employees are involved in stress management and motivational practices to encourage them to result into high standard productivity. Motivational strategies can be created with the help of flexible workplace, reward system and proper application of treating the employees as individuals.
A diversity committee is to be formed in the organization where it is ensured that the goals are accomplished of the diversity programs. A diversity committee is empowered to develop a diversity statement which is aligned with the strategic goals of the organization (Al-Jenaibi, 2017).
Leadership commitment: The above strategies will be implemented with the help of the leadership styles that the leaders and the managers adapt (Ditewig-Morris & Coronato, 2014). The contribution of the company culture towards embracing and building an understanding is the key to developing diversity regarding practices excluding the culture and the background of the individual. Leaders are to eliminate the appreciation of the differences and promote inclusive work environment.
Employee involvement: The organization should engage its employees to manage the diversity in the workforce. At first the Human resource must organize education sessions and training to make the employees aware of the diversity policies and the components that will develop workplace diversity commitment (Harvey & Allard, 2015). The people in the organization including the individual, groups and the organizational level management are all responsible to make the policy come into effect.
Effective communication: Managers and leaders are the front lines of the organization where the implementation of the policies and the procedures are effectively established. Listening and effective communication from the top management to the lower level of management is another action that can be implemented to put communication strategy align with the diversity program (Maznevski, Schneider & Jonsen, 016).
From the above discourse it can be concluded that policies in the workplace are important for the purpose to develop diversity in the organization. Policy can be framed to eliminate discrimination against any of the dimensions that can affect the work environment. From the above it can also be concluded that by involving the employees in the process to promote the workplace diversity in the organization. The leadership commitment is another factor that contributes in the cultural diversity of the workplace. However, it can be noted that workforce diversity promotes productivity, team collaboration and commitment towards work. A successful diversity program provides the organization with an opportunity to manage the operations correctly, in addition with the support of the employees and leadership at all levels.
Al-Jenaibi, B. (2017). The scope and impact of workplace diversity in the United Arab Emirates–A preliminary study. Geografia-Malaysian Journal of Society and Space, 8(1).
Ditewig-Morris, K., & Coronato, C. (2014). Diversity in the Workplace.
Greene, R. (2017). Human behavior theory: A diversity framework. Routledge.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity Management (Online), 9(2), 89.
Maznevski, M. L., Schneider, S. C., & Jonsen, K. (2016). Diversity–A Strategic Issue?. In Diversity in the Workplace(pp. 49-81). Routledge.
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