Diversity in the Workplace

Diversity in the Workplace
Institutional Affiliation
Diversity in the Workplace
Employees in most cases will achieve their utmost potential when the environment in
which they work is comfortable. Workers will be more innovative when they are involved.
Inclusion can entail allowing them to participate in decision making or even on issues that
affect them (Harvey & Allard, 2015). Whenever they feel included, they are likely to stretch
themselves to achieve better results. Participating in the decision-making process through the
setting of the objectives makes employees own the decisions and so help to reduce resistance
to change.
Diversity at the workplace brings with it special perspectives and experiences. These
unique ideas bring innovation, which is essential for growth and development of an
organization. To be able to survive in the complex modern environment, organizations need
to craft a working strategy for maintaining a competitive advantage. Maintaining an open and
inclusive workplace culture, that can accommodate all cadres of employees, help in attracting
and retaining talents within an organization (Martin, 2014). Inclusion, therefore, acts as a
means for strengthening collaboration among different cultures that exist within an
organization. This is, to be able to exploit the talents that exist among employees for mutual
benefit for all.
Problem: Female workers feel they are withdrawn from their little kids who they
leave at home immediately after the 90 days maternity leave. The mothers feel their work is
denying them the time to be with their newborn. They, therefore, are torn between leaving
work to concentrate on their kids’ care and juggling between work and childcare.
Point of Pride: Introduce a program at the workplace where the employer allows the
mothers to bring their kids to work. The program involves the company employing a
caregiver to look after the kids while the mother is working.
Action: The program takes into consideration the need for the mothers to breastfeed
their kids by allowing them time at certain intervals to attend to the kids.
Rationale: The employees who are mothers will feel the employer is concerned with
their wellbeing. This will help reduce absenteeism and at the same time enable the employer
to recruit and keep staff with other life commitments.
Problem: Frequent lateness to work because of commuting and traffic jams in the
morning. This causes absenteeism of the workers, hence lowering productivity of the
employees and subsequently that of the organization.
Point of Pride: Introduce flexible work arrangements such as staggering reporting
time. Workers can report, for example, at 10 am and work up to 6 pm.
Action: Flexible work arrangement helps prevent interference with production time.
The employees can work for all the hours allocated without losing time. The projected
production quantities are maintained for efficiency.
Rationale: Loss of production time due to lateness reduces considerably; hence, the
employers receive value for money used in paying workers. At the same time, maximize on
the productivity.
Problem: Employees feel discriminated against in the pay and reward system at the
workplace for similar work with different staff possessing same qualifications. This reduces
the employees’ morale, hence low productivity.
Point of Pride: Developing a compensation philosophy championed on equity in any payment
program. The program developed will help the organization to create the necessary work
Action: The employer develops a compensation program that states the salary and
reward system to be adopted by the company. The designing and setting of salary scales
should depend on different job groups for equity and fairness.
Rationale: The compensation program developed must be one that creates the
environment for attracting and retaining talents within the company. This will also help the
company to compensate and reward employees based on merit. A good compensation should
also take into consideration, job grading and design. It should act as an incentive for an
organization to succeed by competing favorably in the market.
Problem: The lack of specialized set of skills results in low workplace productivity.
There are poor quality products, and the machines keep breaking down every time.
Point of Pride: Develop a training and development program for the employees.
Create funds to conduct training by first conducting a training needs assessment to establish
the skills gaps. This will provide the information to be able to design training objectives.
Action: Create a budget for training. The budget should take into consideration the
training needs and how this is designed to meet the overall company objectives. Those
trained should also mentor the rest to be able to create a pool of skilled employees for future
engagements continuously.
Rationale: The training and development must aim at maintaining a pool of skilled
and knowledgeable workforce that will drive productivity. The acquired skill will reduce
frequent breakdowns, increase efficiency and eventually help increase productivity.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity
Management (Online), 9(2), 89.

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