Differences People Company In Terms Of Raceâ€Myassignmenthelp.Com

Question: Explain Differences People Company In Terms Of Race? Answer: Introduction Workplace diversity determines the differences between people in the company in terms of race, gender, ethnicity, education, functions and other related aspects of better coordination and to develop positive work environment. The present study has been focused on accessing the ways in which diversity can be maintained and also to analyze different opportunities and barriers for its inclusive engagement by considering a case study of Wesfarmers. The cited company is one of the biggest Australian Conglomerate which deals in varieties of businesses like retails, chemicals, coals mining, etc. The company has more than 205,000 employees who are from diversified backgrounds. There are various ways which are adopted by the company in order to manage this work force. Main Body Workplace Diversity areas Wesfarmers is one of the biggest companies in Australia which has a workforce of more than 250,000 employees. There are different areas of diversity in the company which includes gender, cultural and linguistic diversity, disability, age, education, etc. Company tries very efficiently to indulge their employees by providing the equal opportunities in terms of salary, growth, role, work environment and many more (Callahan, 2016) Wesfarmers has created a positive work environment where respect and appreciation is provided irrespective of differences like gender, age, national origin, sexual orientation, etc. The company also value, support and respect everyone by focusing on the needs of everyone. It also ensures that right work conditions are ensured for everyone in order to make every employee perform with full potential. Inclusion is reflected in the culture, practices and laws of Wesfarmers which are created to support its large and diverse workforce. Opportunities and barriers for inclusive engagement in Wesfarmers There are different opportunities to Wesfarmers regarding the inclusive engagement which aims to make an increase in productivity. Both diversity and inclusions bring the diverse talents, and when these talents work together, all the goals and objectives of the company can be achieved (Solomon, 2011). These people have a different set of skills which increases their loyalty and provide retention and productivity. Another opportunity that Wesfarmers can have is the increase in creativity and problem solving as with different mindset, hundreds of solutions arise which might be a boon to the company. Each and every person has a different way of thinking, solving issues and it can solve even complex problems easily. Another advantage that company might have is in terms of attracting and retaining the talents which might even provide the competitive edge. Wesfarmers has a culture where it supports and nurture employees, and in case of a diverse workforce, this culture might increase loyalty and feeling of belongingness of employees (Sarkar, 2015). A diverse workforce can also help Wesfarmers to build synergy in teams by enhancing their communication skills. However, with opportunities, there are some barriers which prevent the diversity and inclusion in the workforce and it might affect Wesfarmers. One of the biggest barriers that company can face is in terms of attitudes as negative attitudes are the biggest challenge of workforce diversity. Negative attitude increases stereotyping and prejudice which can harm working relationship while damaging morale and productivity. Stereotype employees comments on ethnic groups and races that are a form of prejudice and it affect the culture (Dike, 2013). Other than this language and cultural differences might also hamper the diversity in the company as people might not able to understand each other sometimes. Wesfarmers culture, because of differences might face an uncomfortable situation and it can impact on its business. Development of work plans for diversity Ways to include people with different race, caste, sexual orientation There are many ways in which people with different caste, religion, etc. can be included to increase productivity (Patrick, 2012). Changes have to be made in the recruitment practices where the talents of people can be used as a basis to provide jobs to the people. It will help Wesfarmers to include more and more talented and creative people that can provide viable solutions to various problems. There should be some reservations for people with disabilities in the company so that these people can also contribute to the success of goals and objective of Wesfarmers. Rules and Legislation to promote diversity and inclusion Wesfarmers has been very active in order to implement the rules and policies to promote diversity and inclusion in the company (Wesfarmers, 2017). The company has a very apt gender diversity policy which is complied into divisional business units and also in corporate office policies. The main aim of this policy is to foster an inclusive culture in a company where everyone is given proper opportunities. The company also follows Employment Equity Act which ensures that everyone in the company is considered equal despite disability, gender, sex, etc. Wesfarmers also follows a code of conduct policy in which every employee is expected to behave in a certain manner with other employees or else strict actions can be taken against them leading to termination (Wesfarmers, 2017). It also has mental health and wellness policy in order to promote diversity as all the employees can directly report to the authorities in case of any misconduct. Proper lectures and consultations are arranged for the wellness of diverse population to stabilize their mental health. Communication plans to encourage inclusion Communication plans of the company can include clear identification and broadcasting of Wesfarmers commitment to all employees (Kim, 2015). It will allow the employees to understand the culture of business and they will work to maintain that efficiency. Other than that, key communication channels can also be established in order to promote as well as report the activities, events and progress of the diversity councils as well as to provide appropriate solutions if any misconduct is reported. It will allow the employees to react better with diversity and will also allow them to mingle with other people. Another thing that Wesfarmers can do is to develop the diversity awareness campaign so that employees can be made understand the importance of the value of a diverse workforce and the goals that can be achieved with total collaborations (Paludi, 2012). It will convert the negative attitude of the workforce into positive one while respecting each other. Ways to handle feedback and review process It is very important for Wesfarmers to handle the feedback and review process for employees so that all the objectives of the company are clear to them. It can be done by offering support to supervisors so that they can be coached to deal with all kinds of issues. Providing the HR support to the supervisors might help them to engage with employees in term so meaningful conversations regarding their performances and building trusting relationships. The company can also develop a strong performance plan to reduce the time required to draft a review. Including clear performance, plans help business goals into deliverable by employees (Brown, 2016). Another way it can be done is by using a uniform evaluation cycle so that it can provide supervisors with ample time to write proper evaluations and also by ensuring proper consistency among all employees. This uniform cycle will also allow management of Wesfarmers to review individual contributions towards organization goals without any discrimination. A diverse workforce can also be given review and feedback by accessing their performances based on some standard factor that is consistent throughout the company. Strategies to create inclusive engagement reating a diverse, inclusive and supportive work environment is very difficult, but there are some of the techniques that can be adopted by Wesfarmers to ensure they have good working culture. The company can start with creating a diverse committee that can represent all facets of Wesfarmers by making sure teams are leaded by efficient leaders which are qualified and skilled (Cornelius, 2012). This committee can develop a diversity statement that can be consistent with the strategic goals to empower and support diversity. These programs may include diversity workshops, mentoring, resource groups, etc. Another way is by observing diverse traditions and celebrating holidays from other cultures. Wesfarmers can encourage its employees to take part and get involved in the celebrations of different traditions. These celebrations will bring the employees closer as they will get to know each other and will have to opportunity to build a great diverse cross-cultural team. Employees should also be encouraged to contribute to cultural diversity at the workplace and the best ways to do it by embracing it by building understanding. It is important for Wesfarmers to know the colleagues on a personal level, regardless of their cultural and background so that common ground can be developed. Another way in which Wesfarmers can develop inclusive engagement environment is by treating the others in the ways they wanted to be treated (Michalle, 2016). It is important for the company to be very considerate as well as sensitive in terms of boundaries and expectations of others. An activity organized in the company might be comfortable for some people, but it might conflict with the values of others. In order to avoid all these, it becomes necessary for the company to improve its own cultural awareness by respecting personal and cultural boundaries of people. Conclusion By considering the present study, it can be concluded that Diversity in Wesfarmers is very important as it can lead them to get success in the market. Diversity not only involves the ways in which people perceive themselves, but it also includes the ways in which they perceive others. In order to make organization diversity friendly, it becomes very important for an organization to deal some of the issues like communication, adaptability as well as change. Various rules, policies, communication plans can be set to create a good diverse workforce. References Books and Journals Brown, J., 2016. Inclusion: Diversity, the New Workplace the Will to Change. Inclusion: Diversity, the New Workplace the Will to Change. SAGE Callahan, W., 2016. Workplace diversity management in Australia: What do managers think and what are organisations doing. Equality, Diversity and Inclusion: An International Journal. 35(2). pp.81-98. Cornelius, N., 2012. Building Workplace Equality: Ethics, Diversity and Inclusion. Cengage Learning EMEA. Kim, Y., 2015. The effect of workplace diversity management in a highly male-dominated culture. Career Development International. 20(3). pp.259-272. Michalle, E., 2016. Managing Diversity: Toward a Globally Inclusive Workplace. Managing Diversity: Toward a Globally Inclusive Workplace. Paludi, M., 2012. Managing Diversity in Today's Workplace: Strategies for Employees and Employers. ABC-CLIO. Sarkar, A., 2015. How to build an inclusive workplace: Successful diversity management goes beyond complying with the letter of the law. Human Resource Management International Digest. 23(7). pp.34-37. Solomon, N., 2011. Understanding and managing generational differences in the workplace. Worldwide Hospitality and Tourism Themes. 3(4). pp.308-318. Online Dike, P., 2013. The impact of workplace diversity on organizations. [Pdf]. Available through: https://theseus56-kk.lib.helsinki.fi/bitstream/handle/10024/63581/Thesisxx.pdf?sequence=1isAllowed=y. [Accessed on 28 August]. Patrick, H., 2012. Managing Workplace Diversity: Issues and Challenges. [Pdf]. 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