Diversity at the workplace.
POINTS OF PRIDE.
Submitted By:
Institution’s Name.
Introduction.
Diversity at workplace is the process by which a company emulates practices the enhances inclusion of all and engineered towards promoting bias and harassment-free environments. Cultivating practices that promotes diversity at workplace promotes higher productivity at the workplace. Policy makers in a company are required to understand the differences that exist among people and hence formulating policies that are inclusive and respecting the differences between people. Diversity also enables the company to create a broader appeal to both the customers and their employees (Ebara, T. (2017). Companies can play an active role in the process of promoting diversity in the workplace. Tasked with the process of promoting diversity, I formulated points of pride for the process of enhancing inclusion and diversity in the company.
Problem: in the company, some of the female employees feel intimidated during presentation since the company’s employees are more than 85% male. This, therefore, results to the female workers feel that being at work feels like being at an “old man’s club” while at work. Working in such an environment, they are often not included in different social events, which reduces their morale while working at work.
Point of Pride:
Increased number of the presentation given by ladies at both within the company and national gatherings. Ladies report feeling progressively upheld by their boss.
Action Items:
Work-related get-togethers extended to incorporate thoughts produced by all representatives. Workers were approached to put their thoughts in a cap, and the thoughts were cast a ballot on at the month to month staff gatherings (Ebara, T. (2017). The representative whose thought was picked gotten an ostensible honor for her commitment.
Advocate for some of the women to also be included in a management position. After concessive discussion with the other employees, there was a proposal that also some position in the leadership should be given to the women. There are no ladies at the helm of leadership, which makes them feel secluded and not appreciated. The proposal was presented to the management panel so as they could evaluate it.
The company also advocated for monthly competition, and the workers requested to formulate groups that involved all gender. The team that managed to win the competition was to be sent for a one week paid a trip to a place of their choice (Ebara, T. (2017). These activities promote unity in the workplace and create a positive team dynamic.
Rationale:
This Point of Pride expressly tends to a typical grievance in regards to work environment situations. Here and there, it’s not the fairness of work that is an issue; somewhat, a portion of the additional things like cultural excursions can lead an individual to feel dampened and not as a major aspect of the gathering. This particular action tends to this issue.
In the workplace, the majority of employees come from the same town and very few
African American hence, they feel less valued at the workplace. This makes them no comfortable working in such an environment loose morale. There is also a stereotype threat that they are always described with. This results to them being not included in critical decision making of the company since they are less appreciated.
Point of Pride.
Introduce policies that limit the number of employees who are from the same ethnic group, culture, or religion — holding people responsible for practices that make others feel discriminated.
Action Item.
During work-related events, the people present were asked to apply for various positions. The company had declared more position and delegated a committee that will interview different people from different ethnicity and culture. The manager ensured that those who qualified were not from the same region or ethnicity.
The company also has promised to allow their workers off days during religious events such as the “Eid al-Fitr,” Muslim’s public holiday in promotion of religious inclusion. This will promote diversity and also motivate more workers to work hard since they are appreciated.
Rationale.
The policy will ensure that there is a limit to the number of people who will be employed from the region or ethnicity, consequently allowing inclusion and diversity. The policy has also allowed the community to feels appreciated and involved in the company’s activities. The policy also goes hand in hand in with the company’s policy on public participation. This point of pride also allows the works not to feel secluded hence working efficiently and productively.
The art used on walls for decorations promotes stereotype against the different employees From a certain ethnicity. The art for decoration, especially in offices and also in the conference room promotes stereotypes against the African America employees and also customers. Consequently, discourages the employees from performing effectively at the workplace. It also discourages more customers hence less profit (Busch, M et al. (2015).
Point of pride:
Creation of mentorship programs which are solely pioneered at promoting workplace diversity by respecting other people differences and benefits of appreciating the differences, therefore, eradicating stereotypes threats. Requesting for change of decoration art and include the workers in deciding the most appropriate art to be used for decoration.
Action items.
There is a need to set aside a day to allow mentors to visit the company to educate the employees on the importance of appreciating one another in the workplace. The day set aside should also be punctuated with team building activities that promote unity and eradication of different stereotypes (Callahan, W. (2016). There should also be a group discussion on the portraits or paintings that are to be applied in the workplace, which does not promote prejudice or discrimination against each other but promote diversity.
There is also a vital need to send workers for seminars that enhance teamwork and sharing of ideas. The seminars will also promote diversity at teamwork by learning what other companies are working to ensure inclusion and diversion at the workplace.
The employees have also organized for regular visiting at each other’s homes to promote unity and also to eradicate stereotypes associated with different groups. Visiting at other employees places promotes unity also at the workplace and helps them to understand each other hence respecting the differences at the workplace (Busch, M et al. (2015).
Rationale:
These activities are essential since they enable to eradicate stereotypes, which may hinder productivity at the workplace. Seminars are very important since they enable people to appreciate other people point of view and how to interrelate productively at our work placer. Art is an essential tool of representation. Therefore, using tools such as a portrait that makes certain people feel misrepresented or insulted, may lead to poor work outputs or conflict. Therefore, people brainstorming to decide on the art to be used promotes unity, teamwork, and also enhances diversity.
Over 80% of the workers feel that they are not being involved in the policy making of the organization or on issues that are critically related to the business. Therefore, they feel that the management is micromanaging hence feels secluded, and therefore, they cannot express their perspectives on certain critical mater (Busch, M et al. (2015).
Point of pride.
Prepare events that empower and educate the managers through mentorship programs and other leadership convention.
Action Items.
There is a need to hold a leadership convention, which is geared at educating leaders on work ethics that are propelled at motivating diversity at the workplace. The organizers of leadership conventions have a goal to educate the different people who play a role in management activities, during the convention the leaders are educated on how to treat and interact with their employees and how to ensure a positive relationship between them and their workers (Callahan, W. (2016). They are also educated on different practices that enhance diversity at a workplace which, when implemented, there are positive results achieved.
It is also paramount to hold team building activities that also involve all the members of the company. Team building activities will enable the leaders to create a positive bond with their employees, therefore, enhancing employees output and also member feels that they can relay their problems without fear.
Educating the management on the appropriate method of communication and personally being involved in the follow-up process helps the workers to appreciate their leaders. They can effectively produce more at the workplace since there is clarity in communication.
Points of reasoning.
The employees are the vital tools that the management depends on achieving specific goals. Therefore, promoting diversity and building a positive interaction between management and the workers promotes diversity. Activities such as micromanagement discourage the majority of workers; hence, there is reduced output. This, therefore, is handled by empowering the leaders and educating them on promoting unity by them being the one leading in these activities.
Conclusion.
It is paramount to promote diversity in the workplace. Diversity has been known to achieve tremendous benefits for an organization. This is because the employees feel appreciated and hence perform more and give more results. Therefore, diversity should be promoted in all aspects of a company. ( Ebara, T. (2017).
References.
Davis, P. J., Frolova, Y., & Callahan, W. (2016). Workplace diversity management in Australia: what do managers think and what are organizations doing?. Equality, Diversity, and Inclusion: An International Journal, 35(2), 81-98.
Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189.
Lambert, J., (2016). Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework. Journal of Organizational Culture, Communications, and Conflict, 20(1), 68.
Linz, S., Good, L. K., & Busch, M. (2015). Promoting worker loyalty: an empirical analysis. International Journal of Manpower, 36(2), 169-191.
Brinkley, A., McDermott, H., & Munir, F. (2017). What benefits does team sport hold for the workplace? A systematic review. Journal of sports sciences, 35(2), 136-148.
Yamada, Y., Mizuno, M., Shimizu, T., Asano, Y., Iwaasa, T., & Ebara, T. (2017). Elements of workforce diversity in Japanese nursing workplace. In Advances in Social & Occupational Ergonomics (pp. 167-176). Springer, Cham.