The paper 'Concept of Diversity Management" is a perfect example of management coursework. Diversity management can be termed as the gaining of relevant knowledge and skills to manage diversity differences effectively and easily (Day, 2007). Due to the ever-changing nature of the business environment, the diversity issue has hot organisations across the world. Issues such as post-colonialism and modernity in firms have added to the complexity of managing a diverse workforce. Diversity is perceived differently by different scholars and researchers. To some, diversity involves issues such as racism, sexism and classism (Aronson, 2002).
Others argue that diversity deals with a broader scope of understanding and valuing age, gender, race as well as ethnicity. With regard to organisations, some scholars have argued that diversity involves recruitment, retaining and maintaining workplace relationship between people from different backgrounds (Day, 2007). This essay is aimed at providing critical analysis of diversity management in organisations. It will explore existing theories and studies on issues regarding diversity management. In addition, it will examine different diversity issues in order to determine the significance of diversity management, factors contributing to diversity management and challenges pertaining to the same. The development of diversity management varies from country to country (Herring and Henderson, 2011).
In Australia, the first attempts to address discrimination and enhance equality and fairness came in the form of polices including Affirmative Action as well as Employment Opportunity. Such policies were meant to benefit minority groups in organisations and promote equal opportunities (Herring and Henderson, 2011). Nevertheless, many firms perceived these policies to be ambiguous and indefinite when trying to conform to them. The Affirmative Action was ineffective in promoting a diverse workforce.
Due to widespread criticism of Affirmative Action and Employment Opportunity, Diversity Management was developed in the 1990s. Diversity Management was easier for firms to implement (Herring and Henderson, 2011). According to (Allen et al. , 2004), diversity can be in the form of differences that exist among people Diversity can take different dimensions such as gender, race, age etc. Diversity problems in the workplace revolve around these core issues and can also exist in terms of communication style, relationship status, physical appearance, religion to name a few.
These dimensions of diversity can generally be termed as cultural diversity (Kreitz, 2008). Many organisations across the globe have been reported to have a diverse workforce. The widespread of globalisation affecting the strategic planning of companies together with more immigrants’ workers making their way in Australia has contributed to multicultural challenges. Diversity in Australia has developed due to the increase of the immigrant population in the country. In many companies in Australia, the management and the staff have different national and cultural backgrounds (Martin and Woldring, 2001). Due to this, companies have come across a number of serious questions of how to enhance the fairness of the employees regardless of their cultural backgrounds; how to motivate contribution of the employees in a diverse team; and how to improve the working relationship between the diverse workforces (Ruggless, 2003).
The answers to these questions lie on companies making efforts to addressing the existing diversity issues. Therefore, managers have the responsibility of managing diversity by minimizing the drawbacks and maximizing the benefits of diversity in the workplace in order to enhance social cohesion and organisational effectiveness (Ruggless, 2003).
However, successful management of the cultural diversity issue is a challenge in many companies.