Managing Diversity| Human Resources mgt
Details
As the Director of Human Resources, the CEO and other executive leaders have requested you to design a training presentation on “Best Practices” for managers on diversity in the workplace. In your training guidelines you will want to address the following areas:
Introduce diversity significance to managers.
Assess some common mistakes or problems that may happen if management of diversity is not used.
Provide at least three best practices managers can take away from the training.
Conclude your training.
Save your assignment as a Microsoft PowerPoint.
Introduction
In any organization there are different groups of people from different ethnic groups, cultural beliefs or even social background. It is very important for the organization to have an effective way of incorporating all these individuals in the company so that it can be effective in its operations and the accomplishment its overall goals. This fact explains why the importance of diversity initiative can by no means be ignored by any organization. Diversity initiative is simply the strategies that an organization employ in order to respond to diversity related matters in the organization. There are several diversity groups that people can actually choose from depending on their knowledge of the diversity group and how effective they believe it is to an organization strategy or even the duration of the focus whether short term or long term. There is some lack of diversity initiative in my workplace and has to do with the representation of women (Ben-Amar, Chang & McIlkenny, 2017).
Gender Diversity Initiative
In the current world it is very important to take into consideration gender balance issues at any given workplace in an organization. I think the organization should focus more on recruiting female employees for the various posts so as this imbalance in the male to female population can be solved. When we embrace this gender diversity initiative it will be of quite a number of benefits to the organization and to ours in particular it will bring about two main benefits. The first benefit will be enhancing the company reputation. The manner in which we incorporate both genders in our team will be very key more so when the organization has to make some presentation in any audience, the public is normally very sensitive when it comes to gender representation. The next benefit this diversity initiative will bring is improvement in the company productivity. Normally women do motivate each other, so when we represented them well it will increase the company productivity at various output levels of workplaces in the organization (Windscheid, Bowes-Sperry, Mazei & Morner, 2017).
Conclusion
Diversity initiative is generally very important and is one area we have been left behind, we therefore need to introduce it in our organization. This initiative will also contribute significantly to the collaborative and innovative environment in a very important way. Both genders will be able to work together with one another and therefore enhance innovation in the work environment by putting their reasoning together and learning more from each other.
References
Ben-Amar, W., Chang, M., & McIlkenny, P. (2017). Board gender diversity and corporate response to sustainability initiatives: Evidence from the carbon disclosure project. Journal of Business Ethics, 142(2), 369-383.
Windscheid, L., Bowes-Sperry, L., Mazei, J., & Morner, M. (2017). The paradox of diversity initiatives: When organizational needs differ from employee preferences. Journal of Business Ethics, 145(1), 33-48.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
