The paper "Diversity Processes at Charles Darwin University" is a good example of a management research proposal. In a model world, it’ s perceived that one would be accorded a fair consideration during any employment or career development opportunity. However, the matter of unfairness as a result of diversity remains to be a major concern in the contemporary world. Discrimination based on several dimensions of diversity: like race, gender, education background and so on still plays a core position in the appointing, dismissal, and promoting of persons (Foster et al, 2008, p. 38).
Most individuals or organisations do not distinguish and examine the bigger picture of diversity. Valuing diversity entails building a place of work that respects and encompasses different social characteristics. This paper aims at exploring the diversity processes at Charles Darwin University, which is one of the largest employers in the Northern Territory. More recently, under the microeconomic reforms, the Australian Government has been promoting diversity in all sectors of the economy, for example in the educational sector, the promotion has been en route for a “ unified national system” of higher education that embrace diverse social characteristics.
Professor Helen Garnett, the Vice-Chancellor of Charles Darwin University, points out that even as many surveys, reports and processes appear to strengthen equality, ever-increasing diversity is evident in higher learning institutions (Charles Darwin University. Official Website). She further illustrates that most regional universities have placed more emphasis on developing the capacity of their region; as manifested in their delivery of distance learning while retaining their on-campus delivery. Moreover, nearly all are positioning emphasis on particular areas for research specialisation and center of attention. Professor Garnett recommends that Charles Darwin University offers a specific case study on diversity management processes in this changing world.
This is intended to help the university successful diversity competency policies and operations in sustainable ways in which stimulate compromise and social justice, by enabling the factors that contribute to social, economic and political change. RESEARCH QUESTIONS To be able to illustrate the best way diversity management is applied at the workplace, the research questions for this study will ask: What diversity processes are applied at the workplace? What are the impacts of diversity management at the workplace? What are the beliefs in diversity management and inclusion? 2.0.
LITERATURE REVIEW Diversity refers to the composition of groups of people with diverse social qualities; except that is evident in other persons or groups. The compositions of diversity consist of but are not limited to age, customs, sex, human characteristics, race, tribe, sexual orientation, educational history, location, earnings, marital status, life experience, parental status, religion, and job level (Thomas and Robertshaw, 2005). Diversity management is described as the planning and accomplishment of organizational structures and practices to handle workers so that the likely return of their social exceptionality at the place of work are utilized to the optimum while the probable drawbacks are minimized (Foster et al, 2008).
Nowadays, workplaces have turned out to be steadily more diverse with workers of diverse gender, race, creed, culture levels and standard of living. The varying cultural systems of organizations have become enormous and indispensable for managers to spot cultural diversity and see how it may affect their organization.
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Charles Darwin University. Official Website. http://www.cdu.edu.au
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