Managing diversity has become an increasingly significant global issue. The world is becoming more mobile and diverse; meaning the composition of the workplace is altering to include a wider range of ethnic groups. Although in NZ there has been a downward trend in the European population from the 2001 (79%) to 2006 NZ census (67.6%), this group remains dominant. This descending pattern is predicted to continue (Macky, 2008), with the 2016 workforce of Auckland estimated to be only half European (EEO Trust, n.d.). As the Maori, Pacific, and Asian populations are on the rise, NZ’s Human Resource Management practices will need to change. The prevalence of new migrant workers means NZ has an increasingly non-traditional culture. Because NZ relies on skilled migrant workers to fill positions left by those leaving the country and retiring, NZ needs to compete with other countries to gain ...
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... Retrieved from http://mr-gadget.hubpages.com/
Human resources at UC Berkley (n.d.). Managing diversity in the workplace. Retrieved from http://hrweb.berkeley.edu/guides/managing-hr/interaction/diversity/principles
Macky, K. (Ed.). (2008). Managing human resources: Contemporary perspectives in New Zealand. NSW, Australia: McGraw-Hill.
Rudman, R. (1999). Human resources management in New Zealand (3rd ed.). Auckland, New Zealand: Longman.
Singham, M. (2006). Multiculturalism in New Zealand: The need for a new paradigm.
Aotearoa Ethnic Network Journal, 1(1), 33-38. Retrieved from http://www.aen.org.nz/
Storti, C. (2011). Multi-cultural diversity. Profiles in Diversity Journal. Retrieved from http://www.diversityjournal.com
Walck, C. (1995). Editor's introduction: Diverse approaches to managing diversity. Journal of Applied Behavioural Science, 31, 119-123.
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