CERA: Providing High-Quality Civil Engineering and Consultancy Services
CERA is a civil engineering and research associates which was established in 2007. It was a civil construction and consultancy company. It is a Sydney based company that provides designs, planning and consultancy to the infrastructure projects in the country. It deals with small as well as large projects. It aims to provide high quality design, consultancy and civil engineering advice to the customers in time. A team with experienced staff is recruited to provide engineering solutions to the customer. CERA is progressing and is looking forward to provide best services in the field of civil engineering so as to improve its market share and gain competitive advantage.
Diversity can be defined as valuing each and everyone with the skills they have. Diversity management is managing this diverse skills. It’s also defined as active recognition and appreciation of multicultural environment in an organization. The diversity can be in any way that is gender, culture, status, age, religious and political beliefs and the ideologies of the individual person. Also, the diversity in females, and person with disabilities in the organization. Diversity management is to manage all the differences and the their diverse nature by appreciation, understanding and providing them with the safe and positive environment to work in an organization.
Diversity management started in the United States of America in the 1960’s when the student’s become the target of discrimination and has started an anti discrimination movement. After that the discrimination acts come into existence. After that the law has made and it has legal boundaries in every school, universities and in every organization. Also the main idea behind the diversity management was not only through the law that was made, but actually it was meant for the equality among all the people in the same organization. This idea will also help a business to grow. Therefore, research was done over diversity management that how it can help a business to grow and become successful.
In diversity management managers play a key role. They help in managing all the strategies and operations that help in making the similarities between the individual persons. Managers have to tackle the situation in the organization and make the organization’s culture a diverse one with the adjustment. This will play an important role in the long term and help an organization to grow. Existing culture and economic conditions of the organization also play a key role in managing diversity in an organization (Andrade, 2010). The manager should maintain the diverse culture by appreciating each and every individual effort and avoid those who spreads discrimination. By promoting the diversity management an organization can enhance the performance and can earn good profits. CERA should make the policies so that every person in the firm should be treated equally and no discrimination will be there. This will give CERA a competitive advantage as it will help in following the diverse culture (Heskett, 2015).
What is Diversity Management?
Diversity management has various advantages. It helps in increasing the productivity of an organization by working with the different persons having their own individual skills. Diverse management brings diverse talent in one place to achieve a common goal which leads to increase in productivity. Problem solving as well as creativity is increased when different persons with different skills are brought together. The solution to most of the problem can be found out in some time with the help of diversity management. Applying diversity management in an organization helps in saving money and result in less expenditure as the solution to the problem can be found easily. Also, reduction in lawsuits as the organization follow the diverse management can be helpful in legal matters (Mayhew, 2017). Diversity in an organization helps in bringing compatibility in the team, resulting in the good work which helps organizations to gain profits.
Diversity management not only benefits the organization, but it also helps in the benefits to the employees. It helps in the learning of each employee as because of the different culture and different skills of each employee. Due to the different skills every person must coordinate and learn something new from others which help in the professional growth of the employee. This will also help in the increase in the good performance and will benefit the organization. The diversity is also in the culture and gender with which each individual can learn and understand the culture. Therefore, diversity will help in the understanding as well as respecting other’s culture and results in the better coordination. Better coordination will lead to less conflicts and in time work. Thus diversity is better for the organization as well as for the satisfaction of the employee (McKinsey & Company, 2015). Giving respect to women and treating them equally will also help an organization to progress and achieve the goals. But this can be done with the help of the employees as well as the top management. A firm commitment is required from both the sides so that diversity management can be incorporated in an organization. Equality with the women is a big challenge in gender discrimination. Due to the policies in the organization, most of the women leave their job due to dissatisfaction. Therefore, CERA should incorporate the policies of diversity management so that better performance can be extracted from the employees. Also policies regarding the females should be made so that the talent of females does not get wasted and they can also participate in the success of the organization (Smykal, 2015).
The History and Importance of Diversity Management
Gender diversity can be achieved when both men and women work with equal pay and same positions in the organization. Also, both have the right of decision making in an organization equalled. It is the responsibility of the organization to recruit both the men and women who are eligible for the post. This will firstly promote the gender diversity in an organization. High performance workplace is required by every organization. This helps an organization to grow and earn profits. Therefore, managers in an organization are the persons who can help in following the gender diversity. Earlier women were not considered eligible for any company, but nowadays any women with educational skills can apply for the senior positions and can manage an organization as well. The researchers say that women prove to be more analytical in the decision making process (Ideal, 2017). Also, the improved work performance is achieved with the help of gender diversity. Organizations which lack in gender diversity are making less profits and have low work performance than the organization’s with the gender diversity according to the researchers. Also, research has proven that more gender diverse organizations have more growth.
Hiring equal number of men and women in an organization promotes gender diversity. Women are proved more superior in some areas as compared to man, whereas there are some areas where man performs better. So, both have their own skills and excel in different fields. Women are proven to be a better decision maker and man can do a work faster as compared to women. So, both should be given equality and treated with equal pay when it comes to similar posts. This will enhance gender diversity in an organization and will result in the better performance in the work place. CERA should also maintain this gender diversity for improving work performance. Also, no discrimination should be supported by CERA against women. Also, appreciation should be given so that motivation is provided to the females and this will help in maintaining a better work environment (Community Foundations of Canada, 2017).
For having different talent, skills and different practices in an organization the recruitment of diverse people should be there. It will help in incorporating different talents in an organization which leads to better understanding and problem solving in an organization. Enhanced work and improvement in the work can be achieved with the help of diversity in an organization. Therefore, a good strategy for the recruitment process should be designed so that the organization follows the strategy and recruit different talent and skill oriented persons. During the recruitment the CERA HR department should follow the principles of diversity in order to to recruit various talents. The external sources must be used for the advertisement process that must highlight the broad minded work environment supporting diversity. Also, HR managers should be educated so that they must keep in mind of the diversity during the recruitment process. Also, no discrimination regarding the payrolls should be there (Kreitz, 2007). Equal qualification and performance must be given the same benefits and pay scale must be decided according to their education and work experience instead of their gender, race and color etc.
The Role of Managers in Diversity Management
Few policies should be implemented by the CERA for making a diverse environment in the organization. Strategies must be developed so that recruitment process should be followed in the diverse manner. Recruiter and recruitment team should be instructed to follow the diversity for every post. Also, HR staff in CERA should take special actions for the posting of the job. For posting the essentials for the job the advertisement should be written in the best way so that the candidate gets attracted towards the job without any hesitation (Green, et al., 2008). Also, the job timings must be specified as each person or gender wants a balance between the professional as well as in the private life. Therefore, CERA should make time flexibility also a point during the job posting. Also a test should be conducted for accessing the skills of the candidate. This will help the recruiter to place the candidate in the department in which he can enhance his skills and can benefit the organization. Also training should be provided to the candidates so that they can enhance their skills. Also work from home provision can be given to the employees in case of any emergency so that the work of the organization cannot stopped and employee can also be comfortable. Also, job posting on the website should be helpful to recruit the diverse candidates. The webpage must be designed in the way to attract the candidates. Also, the safety of female staff should be ensured in the job posting. Therefore, all these strategies and policies will help CERA in the better recruitment by selecting diverse candidates (Guilherme, Keating, & Hoppe, 2005).
The recruitment in these posts should be carried out by different methods like campus recruitment, a common entrance test by posting an advertisement and also through employee referrals. As the senior and graduate engineer holds an important position in an organization, special care must be taken in the recruitment process. CERA should also take care of the recruitment process and diversity should be maintained during the hiring.
For the recruitment process of senior engineer add must be posted on the website in the way so that male as well as a female can apply. This will help in choosing the best candidate for the post and will also promote the gender diversity. In case if only male or female candidate is wanted, then referrals can work. Also, referral can be used as from the sources the information can be collected regarding the employee. Third party referrals can also be considered after reading the candidate’s profile. Posting a job on the website as well as on the social media also helps in the recruitment of the right candidate. This will also reduce the cost of recruitment and good candidate can be chosen (University of Lowa, 2017).
Advantages of Diversity Management
Graduate engineer recruitment can be done with the help of campus recruitment. This recruitment is done only in the case of bulk recruitment. The candidates with good professional skills can be chosen. CERA can itself visit the campus or the candidate shortlisted from the application can be called for the interview in CERA. This also helps in reduction of the recruitment cost (European Commission, 2012).
Social influence everyone during the job selection. Each person asks their family and friends before joining a particular organization. Also, social media is helpful regarding getting any information about the organizations. With the help of social media one can search regarding the employees of the organization and can have feedback regarding the organization. Therefore, the policies of the organization should be very effective so that it should satisfy the employees. No negative feedback should be given by the employees to maintain the reputation of the organization. The negative feedback is avoided by satisfying the internal staff as they are the marketing person of any organization. All the policies of the organization should be transparent when the candidate joins the company and before leaving the company. This will make a positive effect on the employer. Good environment in the organization leads to positive feedback. This makes a positive reputation of the firm (Heskett, 2015).
Diversity can be maintained by selecting a candidate who can maintain the diversity. Interviews are conducted for the selection of the right candidate. It should be considered in mind that only recruiting a person with good grades should not be considered a sole criteria for the recruitment of the candidate. The recruitment should be done based on different personality traits, intelligence, work effectiveness, experience and many others. Also, work standard should be checked by CERA while recruiting a candidate.
There must be a team that will examine the candidate for good selection. There are techniques that must be incorporated by the CERA so that the selection of the right candidate should be done. The candidate’s profile should be analyzed thoroughly. The qualification, the work experience and the skills that are possessed by the candidate should be examined. Also, it can be ensured that the candidate selected is willing to do the job. Any misconception cannot be drawn regarding the candidate in the early stages. Analysis of the candidate should be done so that the candidate is not disappointed. Biasing during the selection of the candidate must be avoided. CERA should particularly consider this (Green, et al., 2008). Also, biased interview leads to the selection of the wrong candidate. Also, the leaves and pay regarding the job profile should be discussed during the interview so that no problem will arise after the joining of the candidate. CERA should keep it transparent. Als, physically challenged person should be handled in the proper way. The reputation of the organization plays an important role. So, the candidate recruited during the selection process must feel proud as for the selection by the CERA.
Thus, these selection policies adopted by the CERA will help it to value the employ and this will enhance the work of the organization. A proper team should be formed by CERA for the recruitment process which can maintain the diversity in terms of gender, race, and age in the organization.
Conclusion
Workplace diversity is an opportunity for CERA. Ensuring the diversity at the workforce helps in the strategic development of the goals. CERA should put the strategies in place so that the diversity in the workplace should be enhanced. With the help of diversity management a competitive advantage can be gained. This will help in getting the positive effects on the CERA.
Productivity, creativity and competitive advantage can be gained with the help of diversity management.
It is strongly recommended to CERA to incorporate diversity management in the organization. It will help in the diversification of the staff which will give positive effects on the organization. No organization can survive without workforce diversity. Therefore CERA should put the strategies forward for the diversification so that company can progress and become creative and gain competitive advantage.
References
Andrade, S. (2010, March 26). 6 advantages of Workplace Diversity. Retrieved from https://saharconsulting.wordpress.com/2010/03/26/6-advantages-of-workplace-diversity/Community Foundations of Canada.
(2017). Diversity at Work: Increasing diversity through improved recruitment and hiring practices. Retrieved from https://hrcouncil.ca/hr-toolkit/diversity-recruitment.cfm
European Commission. (2012). Implementation Checklist for Diversity Management. Retrieved from https://ec.europa.eu/justice/discrimination/files/checklist_diversitymanagement_en.pdf
Green, K., López, M., Wysocki, A., Kepner, K., Farnsworth, D., & Clark, J. (2008). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. University of Florida. Retrieved from https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf
Guilherme, M., Keating, C., & Hoppe, D. (2005). Diversity Management. European Commission. Retrieved from https://www.ces.uc.pt/icopromo/documents/05%20-%20Centro%20de%20Estudos%20Socais,Coimbra%20-%20Diversity%20Management%20Workshop.pdf
Heskett, J. (2015, November 04). Why Does Gender Diversity Improve Financial Performance? Retrieved from https://hbswk.hbs.edu/item/why-does-lack-of-gender-diversity-hurt-performance?cid=spmailing-12393206-WK%20Newsletter%2011-4-2015%20%281%29-November%2004,%202015
Ideal. (2017). Workplace Diversity Through Recruitment – A Step-By-Step Guide. Retrieved from https://ideal.com/workplace-diversity/Kreitz, P. (2007). Best Practices for Managing Organizational Diversity.
Mayhew, R. (2017). Why Is Diversity in the Workplace Important to Employees? Retrieved from https://smallbusiness.chron.com/diversity-workplace-important-employees-10812.html
McKinsey & Company. (2015, November). A CEO’s guide to gender equality. Retrieved from https://www.mckinsey.com/global-themes/leadership/a-ceos-guide-to-gender-equality
Smykal, E. (2015, December 08). 6 Metrics to Improve Your Diversity Recruiting in 2016. Retrieved from https://www.jibe.com/ddr/6-metrics-to-improve-your-diversity-recruiting-in-2016/#sthash.8OZf2pUK.dpuf
University of Lowa. (2017). The Selection Process. Retrieved from https://diversity.uiowa.edu/selection-process
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