Essay on Diversity Management : Human Resource Management

Essay on Diversity Management : Human Resource Management

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Increasingly, women have moved toward greater gender equality at both the home and workplace (Chin, 2001). One source of staff diversification is the demographic development in the workforce, with particular interest on the participation of females (Lauring and Selmer, 2013). Women are underrepresented in the workplace, with this being exceptionally evident in senior leadership (Baker, 2014). Diversity, as defined by Fenwich, Costa, Sohal and C’Netto (2011), is supporting and tolerating differences with a degree of receptivity to perceived dissimilarities, or simply put by Krmar (2012), as a variety of differences and similarities between people. Organisations are beginning to understand and act on these diversities through diversity management. Diversity management are human resource strategies and activities which manage the human resource environment, build human resource systems, develop employees and design reward systems, which can result in a work environment that recognises and values all employees (De Cieri, Kramar, Noe, Hollenbeck, Gerhart and Wright, 2005, as cited Fenwich et al.,2011). Multiple studies (Allen, Dawson, Wheatley and White, 2007; Wentling, and Palma-Rivas, 2000 & Roberson, 2006), have shown that diversity within organisations brings positive advantages to the organisation, such as increased productivity, increased creativity and gained knowledge. The success of diversity management is seen as a strategic organisational concept, with evidence indicating financial advantages to organisation (Allen et al., 2007). Although this information is widely available, numerous organisations are not employing human resource strategies to encourage and increase female diversity (Chin, 2011). This report will focus on ...


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...unities; enhanced maternity leave and building on their existing policies and practices, provides additional benefits of broader business customer representation, broader prospective and lateral thinking (Allianz, 2015). Allianz’s consider that these factors all contribute to improved financial performance (Allianz, 2015). Another employee of choice, Caltex, embraces a similar stance believing that maximising diversity will help achieve their business goals by attracting, retaining and developing the best talent; increasing productivity and employee engagement; and growing the organisation through their diversity education, thus clearly providing diversity strategies in the three human recourses stages. Through both research and organisational examples, it is apparent that recruitment is an important and essential element to enrich female diversity in the workplace.

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