Diversity Case - Organization Diversity Strategies

1.) Introduction

Despite of the globalization of economies and marketplaces, the workplace culture and workforce had transforming worldwide. A great number of workers are moving across borders and national cultures, which increase the diversity within the organizations and the societies. The context of diversity within the workplace is ranged extensively, which include the conceivable elements of differences (e.g.lifestyles, sexual preferences, and geographic origin etc.), in addition to demographic features in ages, gender, races, ethnicity and religion . Managing diversity will be focusing on the issues about supervising the diversity or differences of individuals bring to the company , as well as bringing in extra talent new perspectives, learning and limitless opportunities for innovation . It is essential for an organization to implement various diversity initiatives as a part of their organization strategies which will bring some potential benefits, including enhanced innovation and creativity, and improved the decision making . Additionally, a productive environment will be created, members within the workforce are able to perform their potential and thus organizational goals will be met.

This handbook will outline the policies and practices regarding to the issues in diversity management. The employees are responsible to treat their colleagues and the public with respect. As for guidance, the aim for this handbook is to ensure the employees will receive equally favorable treatment based on their abilities, skills and experiences regardless of the demographic features as mentioned.

2.0) Organization Diversity Strategies

Diversity has equally significant impact on their attitudes, manners and perceptions of the individuals. Besides, each human is unique, they have different perspectives and perception based on and influenced by their cultural background . Hence, the strategies of diversity management may focus on the employees' sense of identity and their ways of perceiving each other. In order to apply the strategies effectively, each individuals would have to recognize the diversity issues. It is suggested that the diversity continuum is offered to guide the practitioners to form more active state in managing and valuating diversity, which involved acknowledging diversity, valuing diversity and managing diversity . Once diversity recognized, organizations will be easier to utilized the principles of equality and diversity (ibid, 2003), so as to create the positive environment which will release employees talents or potentials, as well as minimizing the ambiguity and complexity of confusion in group tasks .

Owning to the fact that diversity workforce was an essentiality for, and, a contributor to the success of an organization, it is therefore important to be a part of the business strategies. The diversity strategies aim to ensure the employees were treated fairly with respect and dignity, and recognized the values of diverse workforce. It is suggested to focus on the following (ibid, 2006):

1.) Inclusiveness recruitment and selection

2.) Flexible and Positive working environment

3.) Employee development and training

4.) Pay awards system

2.1.) Inclusiveness recruitment

Diversity is about respecting and valuing the differences between each others. It will bring sustainable advantages to the organizations. Recruiting diverse workforce may create a productive environment in which employees feel valued, where their talents are fully utilized, and thus organizational goals are met . Organizations were suggested to understand their talent markets, recruiting the ethnical diverse candidates despite on their demographic characteristics (e.g. ages, gender, ethnicity and culture etc.). This diverse situation will lead to a supportive climate for all employees to participate and contribute, with a high degree of efficiency and innovation, linked to corporate objectives .

2.2.) Flexible working environment

A flexible work arrangement for employees is another essential aspect of diversity within an organization, which will offer several benefits to both organization and the employees, including the reduced turnover and absenteeism, pleasant job satisfaction and larger commitment . Since people from different ethnicity background would have varies preferences on requesting the working schedule, organizations would have to provide them better balanced work-life as well as the private time .

2.3.) Employee development and training

Employee development on the cross-cultural skill is essential to deal with recognizing and adapting to group differences, which they can learn from each other and gain skills for operating successfully among people who have different backgrounds . Therefore, diversity training is needed to present a more effective resolution with different perspectives for complicated business problems7 through enhancing employees' cross-cultural skills, including communication, awareness session, listening techniques and appreciating other cultures12.

2.4.) Pay awards

An organization is promoted to be flexible for their approaches to manage diversity, including empower others, reward performance, and support the personal and professional needs of others . The reward system will be carried out to reflect the position on how inputs of diverse individuals would be managed6. Employees will be provided equal pay and reward despite of their cultural background.

3.0.) Policies

The diversity policies provided in this handbook is a guideline to support the diverse environment, which culture is able to continually adapt in response to these new environmental demands . Employees are promoted to follow and pay attention to the diversity issues. The aims and objectives are as follow :

* To show excellent performance in long term and carry out their duties effectively.

* To make sure the diverse workforce are able to enhance the flexibility and responsiveness in globally competitive market environment.

* Employees are willing to address problems, integrate processes and learn new method with their colleagues, who had different cultural background.

* To