Issue of Managing Diversity at the Workplace-Samples for Students

Question: Discuss about the the Issue of Managing Diversity at the Workplace. Answer: Introduction The situation which is occurring in the current environment tells that the policies related to human resource keeps on changing day by day. According to which the human resource department of companies also needs to change their policies as well. The aim of this report is to provide information about the gender inequality issues faced by women in the society. Irrespective of the industries in which companies prevail, worldwide women are facing the problem of discrimination and gender inequality. The news article posted on the Human Resource Director website talks about the challenges which are faced by the women in the organizations. Further, it shall be noted that the human resource management committees are one of the reason due to which this problem has occurred in the society (Baruch, Humbert, Wilson, 2016). As the committee does not believe in promoting women in the organization due to which they are paid less in the organization. Further, the below mentioned task talks about the inequality issue faced by women worldwide, the current situation present in the business environment, contribution of the HR departments in this case and lastly, recommendations to the organization to resolve the problem. More details about the task are discussed below: Gender Inequality Issue Analyzing the whole worldwide economic situation, it shall be understood that females in every sector are facing the gender inequality issue. Working women worldwide are paid less according to their work provided. The human resource department of the company does not treat male and female equally in the business environment due to which such problem occurs. The department does not promote the female staff in the senior position nor do they treat them equally as compared to men. The Human Resource Director report 2016-2017 explains that according to the Workplace Gender Equality Agency (WGEA) many companies in the todays environment understand the importance of equality in the workplace and they are also planning policies to resolve the problem as well (WGEA, 2017). The management is aiming to initiate corrective actions so that the female employees can work safely in organization. The director of WEGA explained their opinion by stating that more than four million and eleven thousand employees are suffering from the problem of discrimination in the workplace. Apart from that, the main issue is that even after initiating various reforms on the part companies and governments, there is no such result portrayed in the society (Bartlett, Rhode, Grossman, 2016). In the present scenario, the gender gap is increasing day by day, even in Australia, it has reached to 15.3 per cent which shows that the male employees are earning well whereas female employees do not receive the opportunity to earn in the market (Hilton, 2017). The human resource department is most important department for the employee in the organization as they listen to the problem of employees and solve them as well. Thus, the human resource departments need to understand it as critical issue and solve them as well. Equal Employment Opportunity (EEO) refers to the act of reducing the unethical activities from the environment. The amended bill was passed in the year 2012 which aimed to provide equal level of opportunities to both men and women in the society. The main aim of this bill was to reduce the discrimination between both the genders and provide a safe and secure working environment for female. It is the responsibility of the human resource department of the company to correctively take responsibility for the actions which they perform in the environment, and all such actions shall impact the employees in a better way. The activities of the managers should reduce the effects of discrimination in the environment (Thompson, 2016). Lastly, it shall be noted that the problem of inequality arises due to the negligence of the human resource management to act upon this issue. They did not consider it a severe aspect which can affect the working of the business. But it is the need of the era that organizations and its human resource departments shall implement plans to solve the discrimination among men and women. So, in order to change the situation, it is important for employees to understand their responsibilities towards the females present in their organization (Vitriol, 2016). Current situation Usually, it is considered that men are the stronger sex present in the environment and women are the weaker section of the society. It has become the thinking of people that women cannot perform the action which men can do. While comparing people always consider women weak in every field as compared to men. This is the reason due to which in workplace women are paid less than men. People think that women are not meant to do job in an organization; in fact, they are meant to do household chores and stay at home. But in the current environment, such mentality of people has changed (Hacker, 2017). People do not compare male and female neither do they stop women growing in the external market. As women are proving themselves in every field which clearly shows that the reason to pay them less because they are women is invalid. All people present in the society shall be paid according to their designation in the market. NO discrimination should occur just because of age, caste, sex etc. in the business world. People should be judged on the basis of their thinking skills not because he is a male or female (Mller, Szabo, 2016). Further, it shall be noted that awareness is still a topic of concern for women but now the organizations understand their corporate social responsibility to provide equal status to women as compared to men. Nowadays many initiatives are also being led by the government to improve the attrition rate in the country, as it impacts the overall growth of the economy as well. The governments of many countries through their policies are trying to change the thinking of people that women can too succeed and grow in the business (Ozturk, Tatli, 2016). They mainly want to provide equal level of opportunity to women as compared to men; along with which they want to provide safety to them as well. Although, it is difficult for organizations to change the workplace environment and thinking of the male staff it is the need of the era. All companies shall promote the recruitment of women in the organization to resolve such issues (Ponthieux, Meurs, 2015). Role of HR department in the issue The HR executives played a negative role in the environment in case of gender equality and discrimination. Instead of promoting the women to work, the executives demoted them by discriminating them and pay them less as compared to men. The HR executives in an organization are responsible for promoting the interest all employees in the organization and satisfying them as well. Further, these executives gave rise to inequality in the market by initiating such activities. Inefficiency in the HRM policies increased the tension of women to work in the industry as they were being discriminated and sexually harassed in every field (Rowley, Kang, Lim, 2016). Due to the prevalence of such activities, they were unable to work in their respective organizations. Further, it shall be noted that organizations can only survive in the business environment by attaining diversified task force which is eligible to perform different types of action, so the company needs qualified human resource to grow in the business world. And by initiating such strategies they cannot attain qualified females in their organization which is a drawback for them (Tolbert, Castilla, 2017). But it shall also be noted that now organizations have understood that in order to grow they need both males and females as human resource in their organization. With respect to that they have started promoting women in the workplace; also safety has become their utmost priority in the organization. The HR executives have stooped the discriminative activities and are ensuring that no women get harassed mentally or physically in the organization (Joshi, Neely, Emrich, Griffiths, George, 2015). Organizations like, KPMG, Telstra, PWC are aiming to reduce the gender pay gap and initiate equality in their activities. Further many organizations have promoted women on the top most position in the organization as well. Some of them are, PepsiCo (CEO- Indra Nooyi), Marvell Technologies (Co-founder- Weili Dai), Huffington Post (Founder- Arianna Huffington) etc. Thus it shall be noted that now the world is changing its mentality and it is shifting their focus on the interest of women as well. In this way, only the industries will collectively lead its way to success. Recommendations The following recommendations tell about the ways in which the organizations can provide gender equality and avoid discrimination in the organization. It is the utmost responsibility of the top level management is to remove the discriminative activities from the organization. The management shall focus on initiating equality in the organization so that no person feels insecure while working in the organization. They should provide pay all employees according to their designation and capabilities. The income level shall not be segregated on the basis of sex, caste, age, creed etc. The HR executives shall monitor the implementation of such activities in the organization (Graham, Belliveau, Hotchkiss, 2017). Training programs should be implemented to train the employee to work ethically in the organization. The HR executives should make every male staff understand that it is their responsibility to take care of the female staff in the organization and do not disrespect them. Equality is one of the social responsibilities which the HR executives should mainly focus on. The code of ethics should be amended by the top level management and it should explain the responsibility of the team on a whole to remove the discrimination from the organization. Further, the safety of women should be the important aspect of the organization which they should focus. The departments should hire more female staff to equate the ratio of male and female in the organization. Further, this will increase positivity in the environment which will ultimately increase the efficiency of the company in the market as well. Positivity and flexibility will give rise identified brand image of the company in the market (Hill, Upadhyay, Beekun, 2015). Lastly, the performance appraisal method should be adopted by different organizations prevailing in the environment. The appraisal method shall evaluate the performance of the employees and upraise the designation and pay according to the work performed by them in the organization. This will improve the act of equality in the organization and it will also provide women satisfaction while working in the organization. Conclusion Thus in the limelight of above mentioned events, it shall be noted that equality is a basic right which shall be given to all individuals. Women are considered as weaker section of the society due to which they are paid less in the organization but such practices should be prohibited by the employee. Gender inequality and discrimination reduce the scope of an organization to succeed in the international market. All men and women should be treated equally in an organization and the human resource department of the company should analyze and look at this issue. Also, women should be provided safety and security in the organization so that they do not feel insecure during the job and provide the best result of their efficiencies. Further, the report observes the factors due to which women are being discriminated in the work field. The major reason is the incompetence of the human resource management team to understand the capabilities of women in the organization. The managers always gi ve priority to men to perform any action in the organization due to which the caliber of women is not recognized in the organization. But now these managers have understood that in order to grow in an organization it is important for them to keep an equivalent ratio of men and women in the organization and adequately satisfy their requirements as well. Thus, the above-mentioned task explains the issue of gender inequality and the ways through which the organization cannot the employee turnover ratio. References Bartlett, K. T., Rhode, D. L., Grossman, J. L. (2016).Gender and law: Theory, doctrine, commentary. Wolters Kluwer Law Business. Baruch, Y., Humbert, A. L., Wilson, D. (2016). 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Female manager career success: The importance of individual and organizational factors in South Korea.Asia Pacific Journal of Human Resources,54(1), 98-122. Thompson, N. (2016).Anti-discriminatory practice: Equality, diversity and social justice. Palgrave Macmillan. Tolbert, P. S., Castilla, E. J. (2017). Editorial Essay: Introduction to a Special Issue on Inequality in the Workplace (What Works?). Vitriol, J. A. (2016).The (In) egalitarian Self: On the Motivated Rejection of Implicit Racial Bias(Doctoral dissertation, University of Minnesota). WGEA. (2017). Equal Pay Day: 4 September 2017. Viewed on February 4, 2018 from https://www.wgea.gov.au/media-releases/equal-pay-day-4-september-2017