Diversity In The Workplace| Business Finance
here has been much talk about the interaction between your diversity area and Millennials, and you have been asked by the leadership team to conduct research and report your findings to the board. You will need to conduct research and included the following questions addressed in your report:
Introduce your diversity area and Millennials.
explain similarities and differences between these two groups.
How does personal identity play a role with these two groups?
explain any proactive plans that you might use as a manager in the workplace.
Conclude your report.
Save your paper as a Microsoft Word document.
Introduction
The increasing need to incorporate diversity in organizations is an initiative that demands deliberate human resource management efforts. Overly diversity has been an issue of consideration in many organizations as it brings a dilated merge of ideologies, workability, decision making, and performance matches. The diversity initiative that chosen for consideration in this organization is gender diversity. The focus will be on the organization group in India. The launch of this initiative requires incorporation of different concepts and ideas which will aid in consolidating all the components of the management team so it adopts the new regulations regarding recruitment of new staff, gender balance in departments and the organization as a whole (Francoeur, Labelle & Sinclair-Desgagné, 2008). Every manager will be required to address the lay strategies and regulations that are intended to ensure that this initiative is a success in India.
Anticipated challenges
In regard to gender diversity, the anticipated challenge in India will be getting in touch with women groups that can help us incorporate women who are empowered and ready to get into the positions of leadership in the organization. Although there is a probability of getting the initiative embraced across the urban cities, the biggest fear is about the countryside area where most women have not been empowered. The reason for leaning on the side of women in regard to the gap that might be there is because most men in India have been empowered more than women. The culture seems to lean in the favor of men that on women. This is why the gender diversity initiative might face opposition especially from the conservative groups in Indian culture. The also might be a general reluctance to incorporate both genders in the organization in the bid to achieve gender balance as well as diversity (Herring, 2009). Most explicitly, the initiative also faces the danger of lacking back and overall support even from the staff of the organization. All these challenges are attributed to lack of education on gender diversity.
Ethical and legal implications
The overarching principles that will be of significance to the initiative in the bid are value placed upon societal norms in the Indian culture. There are legal provisions giving equal opportunities to all people in the places of work, services and government institutions. This principle will be an advantage to the gender diversity initiative as it does not lean on the side of any of the gender. This will be the legal basis as well as the ethical capacity to embrace gender diversity in the organization (Bowden, 2008). There is a growing need to adopt the spirit of the constitution into the heart for societal morality. This is the golden opportunity to incorporate gender diversity in this group because the country continues to ail in the need to have the people invoke the deep meaningful essence that rests in the heart of the constitution regarding embracing the diversity of all people. Thus, these implications when drawn in the light of the gender initiative will be of great significance.
Techniques for inclusivity
The manager needs to understand the disparities that exist between the different cultural backgrounds from which the employees come from. This will aid in ensuring that the structures laid down for diversity favors all of them. There should be also be shuffling of employees from different positions in the organization as a way to ensure adoption of the organization’s culture. The manager should also install diverse components involving the organization’s guidelines for each of the employee’s socialization strategies. This will ensure constant interactions of the employees.
Conclusion
Embracing gender diversity in the organization especially in a new environment requires tremendous efforts as a whole. This ensures that the all the expectations of the initiative are met while establishing a long-term goal to keep it progressive. There arises a need to express the factors of consideration in the whole so that those involved in the initiative can consolidate their efforts together to ensure their goals are pursued and driven to achievement.
References
Francoeur, C., Labelle, R., & Sinclair-Desgagné, B. (2008). Gender diversity in corporate governance and top management. Journal of business ethics, 81(1), 83-95.
Herring, C. (2009). Does diversity pay?: Race, gender, and the business case for diversity. American Sociological Review, 74(2), 208-224.
Bowden, P. (2008). Caring: Gender-sensitive ethics. Routledge.
