Leading a Diverse Workforce
Leading a Diverse Workforce
1.0 Introduction
This report is an introduction to the circumstances of the diverse workforce. It explains the causes of diverse workforce leads into past, present trends. Where focus has centred on the consequences, there are some advantageous and disadvantageous outcomes which lead to “pay-off” of the organization. Therefore, discussion moves forward to the difficulties that managers would face and the management solution. The report concludes with a discussion
2.0 Causes of Diverse Workforce
“Workforce diversity is a workforce consisting of a broad mix of workers from different racial and ethnic background of different ages and genders, and of different domestic and national culture” (Naik, 2012). The emergency and development of diverse workforce is basically the result of globalisation, which is the current developing trend of the world. To meet the challenge of globalisation, it is extremely necessary for an organisation to have a diversity strategy than a domestic one (Naik, 2012). The diverse strategy enables the organisation to enlarge their customer base and market since the various backgrounds of employees make it much easier to communicate with global customers. There is also another cause of diverse workforce which is the requirement of the law and responsibility for the society (McInnes, 2013). There are usually some disadvantaged people in our communities who may suffer discrimination and a lot of hardships. In consider of that, the government has made anti-discrimination legislation to protect the rights of those disadvantaged people. Therefore, the organisation recruits people such as women, aboriginal and disabled individuals to form a diverse workforce as abidance by the law and as a social obligation.
3.0 Past and Present Trends
The trends of the workforce diversity in the organisation are dramatically difference between past and present, for the aspect of gender, generation and cultural. As the
1.0 Introduction
This report is an introduction to the circumstances of the diverse workforce. It explains the causes of diverse workforce leads into past, present trends. Where focus has centred on the consequences, there are some advantageous and disadvantageous outcomes which lead to “pay-off” of the organization. Therefore, discussion moves forward to the difficulties that managers would face and the management solution. The report concludes with a discussion
2.0 Causes of Diverse Workforce
“Workforce diversity is a workforce consisting of a broad mix of workers from different racial and ethnic background of different ages and genders, and of different domestic and national culture” (Naik, 2012). The emergency and development of diverse workforce is basically the result of globalisation, which is the current developing trend of the world. To meet the challenge of globalisation, it is extremely necessary for an organisation to have a diversity strategy than a domestic one (Naik, 2012). The diverse strategy enables the organisation to enlarge their customer base and market since the various backgrounds of employees make it much easier to communicate with global customers. There is also another cause of diverse workforce which is the requirement of the law and responsibility for the society (McInnes, 2013). There are usually some disadvantaged people in our communities who may suffer discrimination and a lot of hardships. In consider of that, the government has made anti-discrimination legislation to protect the rights of those disadvantaged people. Therefore, the organisation recruits people such as women, aboriginal and disabled individuals to form a diverse workforce as abidance by the law and as a social obligation.
3.0 Past and Present Trends
The trends of the workforce diversity in the organisation are dramatically difference between past and present, for the aspect of gender, generation and cultural. As the