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IRHR3035 : Workplace Diversity

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IRHR3035 : Workplace Diversity

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IRHR3035 : Workplace Diversity

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Course Code: IRHR3035
University: The University Of Newcastle

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Country: Australia

Question: 
The strengths of a diverse workforce often relate to the notion of variety – that having access to diverse ideas and perspectives can enhance a business’ competitive advantage. Yet the diverse individuals who hold those ideas and perspectives must work together cooperatively and collaboratively to pursue and achieve common goals.Therein lies one of the challenges of managing diversity and realising its many benefits. For this Key Concept Exercise, draw on the resources and your own experiences to analyse the role of HR policy in diversity management, and how HR policy can realise the opportunities and address the challenges of workplace diversity.•Identify the issues posed by a diverse workforce in an organisation. Analyse the role of HR policy in anticipating and mitigating potential challenges, and promoting and maximising specific advantages associated with diversity.•In formulating your Key Concept Exercise, consider the following questions: •What challenges and benefits of diversity management do those responsible for HR policy development and implementation face?•How should HR leaders use policy most effectively to overcome challenges and recognise the benefits of a diverse workforce?•What are specific issues of national legislation on equality in the workplace being followed to enforce the areas of equality and diversity?
Answer: 

Workplace
Workforce diversity is a real situation happening in all the organization and institution. We all come across diversification ranging from gender, race, nationality and age group depending on where your organization is situated. Workplace diversity is always a challenge to cope with for many managers and stuff. Moreover, it’s perceived that diversity is an opportunity due to the notion of variety and diversification in terms of ideas which can embrace and enhance competitive business advantage. Nevertheless, due to the challenges associated with workplace diversity. There is a need for Human resource department to realize this and address the challenges by formulating HR policies to help on diversity management. This will leave organizations with the benefits associated with diversity.
There are many issues that an organization has to cope with relating to workplace diversity. It’s the role of HR policy in anticipating and mitigating potential challenges and promoting and maximizing specific advantages associated with diversity. The following are the benefits of diversity management team faces after implementation is set policies.
Creation of innovation
When Human resource team implements policies encouraging and promoting workplace diversity, innovation is one of the benefits that the organization tend to enjoy. Working alongside colleagues practicing and having a different background, have different work experience leading to different opinions, and working styles leads to creativity been born where colleagues can share ideas, offers suggestion and give feedback regarding ways through which some of the issues that may have been a problem to the organization for long can be solved. Diversity in the workplace will enhance innovation and collaboration in team members within an organization. (Shen, Dnetto, & Monga, 2009)
The growth of one’s talent pool
With policies that promote diversity, the HR team will be working towards attracting candidates from different races, age groups, races and nationalism when they have job vacancies. This means they appreciate people from all walks of life. This means many applicants and candidates will apply to seek for this vacancy. When the time of job selection comes, they HR team will end up selecting the best candidates for the positions equipped with enough skills and talented out of a large pool of applicant. (Bamberger, Biron, & Meshoulam, 2014)
Improves employee performance
It’s motivating to work in an area where one feels appreciated feels comfortable, and the environment is pleasing out of inclusivity being considered a priority. When equality is enhanced by HR, a worker from different races, backgrounds, and races tend to be encouraged to work towards achieving their best and organization set targets. The more the morale given, the higher the productivity in the workplace. Other benefits include varied knowledge and experienced workers, stronger company culture and better language skills that can open doors to business. (Kirton & Greene, 2010)
Challenges of workplace diversity

Language and communication barriers
Gender inequality
Ethnic and cultural differences
The existence of negative cultural stereotypes when integrating multicultural teams which can be challenging to handle.(Kunze , Boehm, & Bruch, 2013)

How HR leaders should make use of HR policy to overcome the challenges of diversity
HR leaders act as a catalyst that finds and develop policies and programs and opportunities that support the company diversity program. They should carry out research to gather comprehensive information that can help the organization come up with effective initiatives and policies that can be used to overcome the above-mentioned challenges.
Moreover, the policies developed should include a code of conduct to avoid cases of discrimination and inequality. They should have set ways of handling problems that arise from diversity. They should come up with diversity training programs that can help employees understand, accept and respect each other differences. (downey, van der Werff, & Thomas, 2015)
National legislation on equality in the workplace
To enforce equality and diversity in South Africa, several issues regarding national legislation and equality have been developed .the key areas being enforced are:

Freedom of association and general protection where workers from all walks of life are to be protected and have the right to seek jobs
Encouragement of workplace forums
Protection against unfair workplace dismissal and unfair labor practice arising from diversity
Elimination of unfair discrimination in employment.(Thomas, 2002)

References:
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: formulation,implemention and impact. London: Routledge.
downey, S. N., van der Werff, & Thomas, K. M. (2015). ‘The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology,, pp. 35-44. .
Kirton, G., & Greene, A. M. (2010). The dynamics of managing diversity: a critical approach. Oxford: Elsevier Butterworth-Heinemann.
Kunze , F., Boehm, S., & Bruch, H. (2013). Organizational performance consequences of age, diversty:inspecting the role of diversity ?friendly HR policies and top managers negative stereotype. Journal of management studies , 413-442.
Shen, J. C., Dnetto, B., & Monga, M. (2009). Managing diversity through human resource management: an international perspective and conceptual framework . international journal of human resource management, 235-251.
Thomas, A. (2002). Employment equity in South Africa: Lessons from the global school. International Journal of Manpower,, 237-255.

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