Strategies for Diversity in Recruitment and Selection
Discuss about the Managing Workplace Diversity Through Organizational Climate.
The formulation and implementation of the diversity policy according to scenarios present in the case study are discussed below:
- Gender equality Policy: Under the gender equality policy the organization should the notice that no person in the society can deny to work with the minority gender present at workplace. Or they cannot resist working with other employee due to difference in their genders. This reason should be regarded as void. Also, the gender equality aims to recruit employees and initiate the act of gender equality at the workplace (Barak, 2016).
- Cultural Diversity Policy: Lastly, through the cultural diversity policy the management should make sure that the activities of the company take care interest of all the employees of the company. The activities of the management should not harm the religion, caste, thoughts, etc. of any person present at workplace.
- Disability Indiscrimination Policy: Under the discrimination policy, the management should ensure that they take care of the interest of disabled people in the activities of the company. The management should make sure that they provide adequate services to the disabled people in the organization and in no way try discriminate them.
- Harassment Policy: The Company should implement the diversity policy that should clearly states the ways in which the employees should communicate with each other and what activities can comes under the process of harassment. The management should also disclose the do’s and don’ts under this policy (Singh, 2018).
Further, the organization should review the relevant policies in the activities of the organization by monitoring and evaluating the work of the company and providing them feedback accordingly.
The management of the organization should determine the implementation of specific policies in the case scenario in the above mentioned ways:
- The Gender Equality Policy should be applied in the case of Sarah and Kelly under which the management should ask Sarah to work with Kelly as her gender is no valid reason to deny working with her.
- With the help of cultural diversity policy, the organization should make sure that they do not harm the interest of any employee of the company. They should entertain vegan as well as non-vegan employees in an office event (Guillaume, et. al., 2017).
- The Disability Indiscrimination Policy should apply in the organization in such a way that the management should consider the interest of the disabled employees of the company while initiating any activities at workplace.
- The harassment policy should be applied in the case where a female complained that a European co-worker harassed by giving inappropriate comment to her and approaching her again and again even after her denial. In this case, the organization should use this policy to resolve the conflict and state that the statement of the co-worker was said to actually harass her or it was just a complement (Greene, & Kirton, 2015).
The ways with which the company would ensure that diversity policy is understood and implemented by the all people are discussed below:
- Communication: communication is the best way to ensure that the diversity policy is understood and effectively implemented by all the parties related to the activities of the organization. Communication refers to the process exchanging information with each other and suggesting their views and opinions as well. It is important for the organization to communicative with each other so as to let the other know about their issues and problems in an organization. There are two types of communication in an organization that are informal as well as formal communication. The management should initiate meetings and discussions with the employees of the company who are implementing the diversity policy, they should formally ask for their opinion related to this policy of diversity (Rice, & White, 2015).
- Compliance: The management should ensure that the employees comply with the implemented policies of the company. They should further monitor and evaluate the activities of the company to ensure the implementation of the policy.
- Monitoring and evaluation: The managers of the company should also monitor and evaluate the implementation of diversity policy in the organization. If the employees of the company have started working according to the policy, the monitoring and evaluation process will effectively help the company to gain information about that. And if the employees are facing difficulty in implementing the same then the company should initiate feedbacks to helps the employees implement the policies (Lynch, 2017).
In order to determine the currency and efficacy of the diversity policy implemented by the company, the management should ask for feedback of the employees (especially lower level employees) of the company. These employees are the people who coordinate with such diversity activities and make it applicable in the activities of the organization. In response to which the organization should ask for the feedback of these to better know the applicability and accountability of the diversity policy. The feedback should be collected from all the employees of the company with the help of questionnaire. The management should ask for the feedback of the stakeholders of the company in order to improve the implementation of the diversity policy of the company. Questionnaire, one on one meetings, feedback form etc. are some of the ways with the help of which the organization can effectively ask for the feedback of prospective people in the organization (Rees, & Smith, 2017).
The top level management of the company only frames the policy but the middle and lower level of management need to implement the diversity policy in their activities, in regards to which it is important for the organization ask for the feedback from these people so as to ensure the currency and efficacy of diversity policy implemented in the organization.
Diversity should be the foremost priority of the organization while carrying the recruitment and selection process in the organization. The human resource management of the company should consider it as the need of the business to employ diversified workforce in the activities of the organization. The organization can aim to diversity at workplace by initially organizing the recruitment process at different parts of the world. They should not only hire people from the domestic market but they should welcome expatriate employees and give them priority as well. This will ensure the process of diversity at workplace (Cui, Vertinsky, Robinson, & Branzei, 2018).
Identifying Training Needs to Manage Diversity
Further, diversity should not be focused on the basis of culture, but the management should also recruit diversified workforce on the basis of caste, creed, age, gender etc. They should be aim to hire different types of people for their organization. The management should set focus and goals to employ diversified employees and they should also post ads accordingly. The advertisements off recruitment for the organization should portray that they are welcoming different types of employees for the organization. Also, they should aim to maintain gender equality in the organization by employing men, women and transgender in the organization. As the company has high number of male member working in the organization as compared to other genders, in response to which the management should employ other types of people in the organization. They should aim to create gender equality at workplace. In order to determine the underpinning sex discrimination requirements, the organization should give more priority to the inferior gender group in the workforce (Harris, 2017).
Every employee in the organization at some point of time requires training in their job process. This need should be adequately identified by the management of the organization they should proactively take actions to assist them as well. Further there are three stages of training need analysis that helps the company in identifying the actual need of training. These stages are discussed below:
Organizational need: under this step, the management identifies the overall need of training in the business. The organization identifies the need to train the employees due to which in change in the law, political or economic factors connected with the organization.
Task need: In this step of the training analysis, the organization examines the training need associated with job requirement along with the skills and knowledge of the employees.
Individual need: Lastly, in this step the organization identifies the need of training in the employees on the basis of their nature and requirements of each employee. This type of need of training in the employee is identified on the basis of feedback given to them (Wilson, 2014).
Further, in order to identify the training need to address the issues of difference in the team the company can evaluate it by the number of conflicts arising in the organization and the effectiveness of the work done in the organization. High number of difference can never give quality results to the organization. Also, the individual need will also help the management to identify the training needs. The training program initiated by the company to aim to resolve the conflicts arising between the employees and helps them to understand each other’s point of view as well (Martin, 2014).
Conflict Resolution through Training and Communication
Being the team leader of the group, it is the duty to manage all the complex issues present at workplace and effectively aim to solve them as well. The company is currently facing the problem of harassment and diversity issues as well. The best way to manage the allegations of harassment or any other issue associated with the activities of the organization is by the way of training the employees regarded the corporate culture and objectives of the company. The company should train the employees with the code of conduct of the company and the do’s and don’ts of the organization (Bamel, Paul, & Bamel, 2018). Workplace issues can be managed when all the employees of the company come together to understand each other and aim to resolve such issues. The management should initially train the employees to respect all the employees irrespective of their sex, age, caste, religion. In this way the employees will start respecting the opinion of different people that will eliminate the problem of harassment from the organization.
Further, communication is the second best way to address the diversity issues according to the established organizational conflict resolution procedures. Conflicts in an organization can arise when two employees disagree to one things; difference in opinion is the biggest cause of conflicts in an organization. So, the management should aim to enhance the communication skills of the employees so that in case of issues the employees can collectively resolve it by communicating with each other. Also, the management should initiate fair practices at the workplace in a transparent manner. Transparency in the activities of the organization will automatically resolve most of the problems of the company (Zein, 2016).
While addressing the current diversity issues and complex situations, it is important for the organization to identify and evaluate key features of relevant current legislations. Current legislations and policies will give direction to the activities of the organization and will help them to initiate activities accordingly. It will also help the organization to understand the difference between right or wrong. Resulting to which, it is crucial to identify the current legislations and address them accordingly in the activities of the organization.
Further, it should be noted that the organization can effectively identify the relevant current legislations by taking into account the current and issues and situations. The issues will itself help the organization to locate the facts that will help them to resolve the complex situations automatically. The management will closely look into the core of the issue that will help them to identify the real problem on the basis of which they should outline the effective strategies and policies to overcome the issue (Lambert, 2016). Every organization has different organizational structure on the basis of which they should implement policies in the environment. Thus, this is another aspect that will help the organization to identify and outline the key features of the legislation. The management of the company should make sure that the legislations formed and amended by the company identify and address the key issue of the company as well. So, it is should be noted that all organizations have their different diversity challenges on the basis of which, the organization should effectively outline the relevant legislations as well (Bursell, & Jansson, 2018).
Compliance to Current Policies and Regulations
The objective of anti-discrimination policy at workplace is to treat all the employees equally with respect and dignity and make sure that no employee feels insecure while working in the organization. The objective of age discrimination at workplace is to offer equal working opportunities to all the employees irrespective of their age, sex, caste etc. differences. Further, the objective of diversity policy is to make sure that all the employees work respectfully at workplace without harm culture/background of any employee. It is important for the organization to monitor for the effectiveness of these rules and regulations and to make sure that all the employees follow them (Ilmarinen, 2016).
In order to determine the application of specific diversity policies to ensure that the organization is adequately following the legislative requirement; the human resource manager should initially hire diversified workforce at workplace. People with different culture background employed in the organization will help them to effectively apply the policy and monitor its activities as well. Further, the company can also determine the diversity policies implementation at organization by grouping culturally diverse people together. This will help them to ensure that the diversity management practices of the company are followed.
It is the prime and utmost duty of an organization to take care of interest of all people of the organization irrespective of their caste, creed, disability etc. In regards to which it is important for the organization to take adequate measures to address the discrimination disability and ensure that the interest of these people is aligned in the society. The company should initiate team meeting under which they should train the employees to treat all the people equally and help each other in successfully completing their activities as well. They should also implement some special provision for the disable employees under which they should receive assistance to carry their activities effectively (Lourenç, & Dó, 2014).
Feedback is one of the most important components that help the employees present in the organization to effectively grow and learn about the activities that they were performing wrong. For ensuring currency and efficacy of a workplace diversity policy, it is important for the management to provide feedback to the employees according to which they should improve their activities at workplace. Feedback will help the organization to set specific target for the employees and it will help the employees to get a direction.
Discrimination is like termite for the organization that erodes the effective and efficient activities of the management. When racial discrimination is faced in an organization by the employees, it is essential for them to address the matter in front of their managers and demonstrate their opinion as well. As different people coming from different cultural background have different point of view which should be communicated to other employees, in response to which the management should integrate diversity in the organization and help employees learn different cultures of other employees as well. The organization should welcome different culture and manage the interest of employees accordingly (Chao, Cho, Rattan, Savani, & Zou, 2017).
Conclusion
While sequencing complex tasks and negotiating key aspects of workplace role, it is essential for the organization to aim for diversity within recruitment process so as to initiate innovation and diversity practices at workplace. Recruitment of employees coming from different parts of the world makes easy for organization expand their scope of different parts of the world. Also, as diverse people come together to work with a same motive that helps the organization to initiate innovation and brainstorming activities at workplace. Thus, in order to grow and sustain its activities, it is important for management to aim for diversity recruitment at workplace (Suarez, Anderson, & Young, 2018).
Need for training at workplace can be easily identified by the behavior of employees and issue occurring in initiating the activities. The organization can identify the training needs by looking at the issues faced by the employees of the company, their unethical behavior towards organization and communication barriers as well. Further, the issues of difference within a work team can be easily identified by the conflicts in the thinking of the employees and their opinions as well. Training is a crucial need that should be identified by organization by the behavior of the employees of the company (Goswami, & Goswami, 2018).
While assisting the staff to work with differences, if the organization will have effective communication and informative documents then it will assist the organization in initiating their activities. The two aspects communication and informative documents will support the purpose of the organization and help the staff to use it and create an output for the organization. In the course of working effectively with differences, the company might issues that will easily get resolved if these two aspects are present with the organization.
While managing allegations of harassment and addressing complaints, it is important for the organization to demonstrate compliances and improve established diversity policies and procedures to better meet the organizational goal. It is important for the organization to initiate such actions so as to make the person accountable for the wrongful act done by them. These policies and procedures also helps an employee at the organization to understand the difference between right and wrong activities and comply them accordingly. Further these policies also assist the organization in actively developing the organizational objectives. The three laws related to this concept are Racial Discrimination Act, 1975, Disability Discrimination Act, 1992 and Sex Discrimination Act, 1984.
It is important for an organization to promote human rights within its workplace diversity policy while enhancing corporate image and reputation as it will help the organization to portray a good and effective image in the external environment. If the organization promotes such activities in the environment, then it will show that the company is concerned towards employing diverse human resource and satisfy their requirements as well, resulting to which the corporate image of the organization will improve itself. Also this aspect will satisfy the employees of the company that will enhance the reputation and help the company in attracting prospective people as well (De Jesus-Rivas, Conlon, & Burns, 2016).
The idea of diversity can come from the aspect of globalization and expansion as well as the process of diversity helps an organization to employ different types of people that will bring success for the company. If an organization has adopted diversity in recruitment then it will create a different image of the company in the eyes of customers that will gradually help the company to attain competitive advantage as well. Further, people will get to know that the company as diversified workforce which will act as an attractive feature for them to attain the services of the organization.
The management can support the organizations efforts while valuing diversity with its workplace environment by proactively aligning the interest of all the people towards the same motive. The management can initiate such activity by training the diverse workforce to work effectively for a single motive that is to gain competence. Further, if the organization value diversity at its workplace then it is already support the organization and helping it to grow in the competitive environment as well (Bratton, & Gold, 2017). Thus, the management can support organizational effort by shifting the interest of all activities towards fulfillment of organizational objective.
References
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